We hear it every day – Workforce is the number one issue keeping members up at night. Recruiting and retaining a committed, qualified workforce is more difficult than ever. We can point to many reasons including low wages, difficult work, pipeline issues, regulatory environment, and the list goes on. Much of it members cannot change.
LeadingAge Kansas has worked to gather data and information to help us adequately frame the long-term care workforce crisis in the state. Of all of the numbers we have gathered, the one that strikes us is turnover. In past years, it has been as high as 90% for CNAs and less for the nonprofit sector. The numbers are coming down and we applaud you! In the most recent Cost Report information, total turnover for all classifications was 70% statewide and 54% for nonprofits. Your work is showing.
So how do we take it down even further? It all comes down to culture. Why would an individual want to work for you? What sets your organization apart from other aging services providers in the area? The answer is your organizational culture. It is the experience each and every staff member (including yourself) has in your organization.
Michele Holleran recently wrote a thinkpiece about culture in senior living that describes it as the “Ethos” of your organization and how to get your arms around it. We encourage you to read it and start 2020 off by having an important team conversation by answering these questions:
- “What is the culture/ethos of your organization?
- Is it what leadership thinks it is?
- What do you want it to be?
- How can you get there?
In a time of tremendous change that keeps our heads spinning, a great organizational culture is what will keep your turnover down, attract the candidates you want, and keep your team grounded.
Viktor Frankl famously said “When we are no longer able to change a situation – we are challenged to change ourselves.”
