Employee retention has long been a challenge in the long-term care industry. At one time, employee “churn” was considered an inevitable part of the business. But it’s since become clear that the revolving door of turnover breeds frustration across the board. New workers are often insufficiently trained, which can lead to issues with patient care, and a lack of loyalty and commitment contributes to low morale.

Consider the fact that turnover is estimated to cost upwards of 20% of individual employees’ annual salaries. It affects nearly all aspects of a long-term care facility.

What Attracts Quality Employees?

Healthcare workers often have their sights set on the higher pay and increased benefits available at hospitals and outpatient facilities. Working conditions that include updated facilities and technology, as well as flexible scheduling, appeal to quality employees. Mentoring, collaboration, continuing education, and recognition all come into play when creating a desirable workplace.

If a better employee experience attracts and retains a first-rate workforce, you can count on morale and overall patient care to improve as well. Empowered and engaged staff feel trusted, valued, and appreciated. This translates into the work they do and the loyalty they feel toward their employer.

The Solution

So how does a long-term care facility tighten its belt on labor costs while engaging and empowering employees and enhancing patient care? It all starts with technology.

Start with an automated workforce management system.

An automated workforce management system, integrated with payroll and benefits providers, is the first and most important tool for achieving employee satisfaction. The reduction in paperwork alone makes it a solid investment. Electronic timecards eliminate human error, automatically paying correct rates as determined by job and location.

Employees can view everything at a glance. Transparency between employer and employee is the foundation of trust for the relationship. Providing your staff with a quick and simple glance at worked hours, scheduled hours, benefit accruals, paycheck information, and more conveys that both are on the same team and share similar goals.

Collaboration with messaging and notifications.

Empowered employees are the ones who feel connected, supported, and trusted. Offering technology that includes instant messaging with managers for time-off requests or calling in sick avoids confusion and delays in communication.

Employee-driven scheduling.

Long-term care facilities are never closed; they require adequate, qualified staff at all times of the day and night. Scheduling can be an enormous burden as employees juggle their work and personal lives, frequently requiring shift adjustments.

When workers can drop, trade, and pick up shifts with the touch of a button, it empowers them to manage their own schedules. A system that provides this functionality has cost-saving benefits on the back end as well. Employee-driven scheduling helps employers avoid potential fines as a result of the latest fair-scheduling regulations, which vary by state.

Conclusion

Long-term care facilities have a unique set of challenges when it comes to recruiting and retaining quality employees who deliver exceptional patient care. A workforce management system that utilizes the power of technology, with key features like employee-driven scheduling, improves and protects both a facility and its staff. Empowering workers to manage their jobs with transparency builds a solid foundation for lasting success.

To learn more about effective employee empowerment strategies, download WorkSync’s e-book Engage and Empower: Retaining a Robust Workforce in Long-Term Care.