It’s 2024, and turnover rates in homecare have reached an all-time high of nearly 80%. As an industry, we obsessively monitor these numbers year over year, but one thing is certain: this statistic is only rising. Given that caregivers are the lifeblood of homecare, this is an urgent problem for the entire industry. As a customer recently told us at AlayaCare, if you have no caregivers, you have no way of servicing clients—and have no business.
PHI.org’s National Direct Care Workforce State Index report for 2024 indicates that, although there are 4.8 million direct care workers in the United States, 8.9 million direct care job openings are expected due to retention challenges and the silver tsunami’s increase in demand of care. Constant recruitment, onboarding and training of new caregivers can be a huge drain on an agency. And let’s not forget that high turnover rates among caregivers can lead to disruptions in care and a general decline in service quality.
Caregiver retention directly impacts not only the quality of care provided but also the operational efficiency and financial health of homecare agencies.
So, what can we do to combat this? Here are four steps to start with.
1. Let’s meet caregivers where they are.
PHI’s index report breaks down the 4.8 million direct workers into gender, race and other socioeconomic factors. Of those who were covered by the report, 85% were female, 64% were people of color and 28% were immigrants.
A great exercise in employee retention is to understand the needs of your staff outside of their work and then to show them show empathy and recognition and to take action.
With these socioeconomic factors in mind, a very innovative homecare agency owner I met at a conference told me how she started her agency as a 24-year-old. It was when she had her first baby a few years later that she quickly understood the very real demands of motherhood, including finding the right child care, and the balance needed to keep her agency running. She started a small headquarters-based child care center for employees and saw her retention rate go up significantly over the years. Studies have shown that offering child care services decrease employee absences up to 30% and reduces turnover up to 60%.
Another New York-based staffing agency team that I met explained how they looked around the room (figuratively) and realized that all their caregivers were women. They surveyed their staff to find out where team members wished they could spend their money and time (in small doses, at least) outside of their familial and professional responsibilities, and overwhelmingly, their staff said they cared a lot about their nails. The agency set up monthly nail salon services in their office and their employee satisfaction and engagement went through the roof.
By thinking outside the box and understanding what your caregivers care most deeply about, you’ll discover the benefits and perks that really matter to them and make them feel like they are being heard.
2. Rely more on technology to reduce your team’s administrative workload.
One significant challenge faced by caregivers is their administrative workload. Documentation, scheduling and communication tasks often consume a substantial portion of their time, detracting from the time they can spend with their clients doing what they love: caring and connecting. Have you ever heard a caregiver say that the best part about their job was paperwork? Unlikely.
Utilizing technology to do menial administrative and manual work and pairing it with automation and custom workflows built around day-to-day processes can streamline this burdensome part of a caregiver’s routine.
Embracing modern technology can make a huge difference. Focus on providing a user-friendly platform that works with the systems and processes your staff already uses, allowing for the most seamless onboarding possible.
When caregivers are freed from excessive paperwork and administrative tasks, they can dedicate more time and attention to their clients’ needs, building stronger relationships, providing higher-quality care and experiencing elevated job satisfaction. Caregivers who can spend more time providing direct care are likely to feel more fulfilled and motivated in their roles, reducing the likelihood of burnout and turnover.
3. Be proactive when it comes to monitoring your caregiver engagement.
While reducing administrative burden is crucial, retaining caregivers also requires proactive engagement and support. Identifying caregivers who may be at risk of disengagement or attrition before it gets to the point of burnout is crucial. There is a lot of data that can be leveraged to monitor various indicators of dissatisfaction, such as the number of shifts picked up, late clock-in times, missed visits, forgotten tasks and other attrition patterns that can help identify patterns of decreased engagement.
By analyzing these data points, agencies with early warning signs of potential attrition can set proactive steps and interventions. For example, a caregiver who consistently clocks in late or picks up fewer and fewer shifts may be experiencing job dissatisfaction or personal challenges that need to be addressed. Once identified, agencies can take measures to reengage and motivate these caregivers before they decide to leave.
4. Remember that everyone wants to learn and to grow.
Once potential issues are identified, agencies can implement targeted interventions to support and reengage caregivers. One of the most effective methods of increasing caregiver commitment and engagement is by offering additional training and upskilling opportunities.
A recent study highlights that the positive effects of organizations that invest in growth and development via training range from overall performance boosts to a workforce that is nimble, innovative and committed to the organization’s objective.
Turning the Tide
The turnover rate among caregivers is skyrocketing, but with the right strategies, we can turn the tide. By understanding and meeting the unique needs of caregivers, reducing their administrative burdens through innovative technology and proactively engaging with them, we can create an environment where caregivers feel valued and supported.
Remember, caregivers are the heart of homecare. When we invest in them, we’re investing in the future of our agencies and the quality of care we provide. It’s time to act, to think outside the box and to implement solutions that matter.
Let’s empower our caregivers to thrive and make a real difference in the lives of those they care for.
