There’s no question that employee turnover in senior care has been, and continues to be, one of the profession’s most challenging issues. With 50 percent turnover in direct care, as reported in the American Health Care Association (AHCA) “2013 Quality Report,” community leaders are continually looking for ways to dismantle the revolving door and increase long-term retention.
One area that deserves attention is employee engagement, which can not only reduce turnover but also improve quality and the bottom line. In fact, research from Gallup shows that work units with high engagement have “higher productivity, profitability, and customer ratings; less turnover and absenteeism; and fewer safety incidents” than those with less engaged workers.
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