Are you finding it increasingly difficult to retain good members of your staff? If so, you’re not alone. The homecare industry, like many others, is facing a significant employee retention crisis. Recent data revealed the median turnover rate for professional caregivers rose to 79.2% in 2023, marking the highest rate since 2018.
High turnover rates can disrupt the continuity of care for patients and increase the costs of recruitment and training for organizations. Employees who work remotely in the field often face unique challenges: feelings of disconnection, a lack of deeper purpose and diminished connections with their employer. These factors can lead to disengagement and, ultimately, higher turnover rates.
Addressing this issue requires proactive strategies to foster connection, engagement and a sense of belonging. Here are seven strategies you can implement in your homecare business to reduce turnover rates:
1. Develop a strong onboarding program.
Onboarding is more than a process of completing paperwork and reviewing protocols—it’s an opportunity to set the tone for an employee’s experience within your organization. Employers should use this time to cast visions, share values and make relational connections that can be nurtured over time.
Some key components of effective new hire onboarding include:
- In-processing paperwork: Streamline administrative tasks to allow more time for meaningful interactions.
- Introduction to the team and company: Share your organization's history, mission, vision, values and “secret sauce” for exceptional care.
- Warm welcomes: Provide a welcome gift or company-branded swag and organize coffee chats or lunches with team members to foster relationships.
- Goal setting: Establish clear goals for the first 90 days.
- Check-ins: Schedule regular check-ins at 30, 60 and 90 days to assess how the new hire is adapting and provide feedback.
A well-structured onboarding process can help new employees feel valued and aligned with the organization's mission from the start, as well as build the foundation for long-term retention.
2. Complete regular check-ins.
Research shows that engaged employees often receive actionable feedback on a weekly basis. Supervisors should schedule regular one-on-one meetings to discuss successes and challenges in the workplace, as well as solutions to workplace problems.
Why does it matter?
- Regular feedback fosters trust and strengthens connections between employees and their supervisors.
- It prevents isolation by addressing issues early, rather than waiting until problems escalate.
In remote or field-based environments, it can be easy to lose connection until something goes wrong. Regular check-ins can create a positive, proactive communication flow.
3. Establish effective two-way communication channels.
Clear and consistent communication is critical to keep employees connected to the organization. Some best communication practices to consider include:
- Leverage technology: Utilize user-friendly platforms like Slack, Microsoft Teams or WhatsApp for seamless communication.
- Share news regularly: Keep employees informed about company updates, professional growth opportunities and personal milestones across the team.
- Ensure accessibility: Make sure employees know how and when to reach management or colleagues for support.
Two-way communication ensures that employees feel heard, valued and informed, which can increase engagement and reduce feelings of isolation.
4. Invest in training.
Providing ongoing training to employees demonstrates that you value their growth and are committed to their success.
Training that is sponsored by your company or by external vendors can help strengthen connection, as well as communicate that your team is worth investing in.
Some of the benefits of investing in training include:
- Employees stay up to date on industry best practices, which improves service quality.
- It fosters a culture of learning and professional development, increasing job satisfaction and retention.
Consider offering virtual or in-person training sessions, certifications or workshops that cater to employees’ professional needs, goals and your company’s objectives.
5. Host periodic meetings & events.
Occasional in-person or virtual gatherings can help bridge the gap between your home office, remote and/or field-based employees. To encourage bonding and relationship building, consider one of these ideas for events:
- Host quarterly team meetings or retreats to share updates and build camaraderie.
- Organize virtual social hours or themed celebrations to connect employees across different locations.
Bringing staff together—even occasionally—helps foster a sense of community and strengthen team cohesion.
6. Recognize your people.
Employee recognition is one of the simplest, yet most effective, ways to improve employee engagement and retention. Some ways to recognize employees include:
- Shout-outs: Highlight team members’ achievements, whether it’s a glowing client review or exceptional teamwork.
- Spotlights: Feature employees in newsletters, emails, social media posts or your website.
- Core values recognition: Publicly acknowledge employees who exemplify the company’s core values.
Recognition not only boosts morale, but also reinforces employees’ alignment with the organization’s mission and culture.
7. Create a culture of connection.
A company culture that prioritizes relationships and employee wellbeing is key to combating isolation, improving morale and job satisfaction and keeping your employees engaged.
How do you build a culture of connection?
- Foster inclusivity by ensuring all employees feel valued, regardless of role or location. “Out of sight,” or working outside the home office, should not equal “out of mind.”
- Encourage leaders to build authentic relationships with team members through active listening and support.
- Promote overall wellbeing by offering flexible schedules when possible, encouraging healthy, sustainable work practices and providing access to resources that support holistic wellness.
When employees feel connected to their workplace, they are more likely to stay engaged and committed.
The challenges of retention and engagement in the homecare industry are significant, but they can be addressed and minimized. By implementing strategies that prioritize onboarding, communication, training, recognition and connection, homecare organizations can create a supportive environment where employees thrive.
Addressing feelings of isolation and fostering engagement is not just beneficial for employees, but also essential for delivering consistent, high-quality care to patients. By taking these steps, your organization can build a resilient and dedicated workforce, setting the stage for long-term success.