How to overcome your turnover rate with your field staff?
Here we are, discussing yet another topic as important as the previous ones… (Probably a bit more important)
So, post pondering upon the vivid factors involved in setting up a Homecare Agency and its operations, I shall discuss one of the most forgotten and neglected factors that has a major impact on your business. And that paining question, my friend, is:
“How to overcome your turnover rate with your staff?”
Most of yáll must be already processing this query at the back of your mind, as if how can such a small factor impact my business…
Trust me, it sure does!
Moreover, this is something that every Homecare Agency has to face no matter the state it is operating from, no matter how many patients it serves in terms of revenue generation, or how many years of experience one possesses. In a way, turnover of staff is an inevitable phenomenon, especially the field staff.
One good reason for field staff being more prone to switching agencies, could be their direct exposure to lucrative opportunities out there: chance of better payouts, change of work style and culture, and you know how the rest goes…
It might so happen that you have patients to take, but can’t do so because of lack of staff and workforce.
But, in my opinion, all these unavoidable scenarios can actually be AVOIDED. How?
Well, there are several aspects that contribute to this REVOLVING DOOR process.
I’m gonna talk about all these factors that will help you overcome the issue of staff turnover and out of nowhere quits.
I know you want a preview of what’s it gonna be, and I can’t deny answering your curiosity. So here are the points that I’ll be discussing with yáll in the video:
- The inculcation of an incentive scheme and the ways it can affect an employee’s mindset while being associated with your organization
- Recruitment of a floater in order to tackle the uncertain opting out of staff, and payment policy to be adopted for this floater compared to the regular staff.
- The ways you can use this floater to your advantage as a backup in events of call-ins.
- The minimum number of float staff to be appointed based on the business volume and future expansion of the same.
- One of the most primitive schemes that most of the organizations partake in their culture-“Employee of the month”
- Scope of introducing a referral incentive for old employees suggesting fresh faces to the organization
- The points to be taken in consideration while designing these Incentive policies.
All of these above factors shall be addressed by me, pretty elaborately, in the video.
As a bonus, I shall be sharing my own experience on how I combated this phase and triumphed when I, myself, had to attend cases due to shortage of staff and emerged as the “Caregiver”
That’s all folks for this topic, I hope you find the video useful and relatable. Make sure to incorporate these pointers and let me know if they worked. I so wanna know your experience!
How so over, if I have missed out to address any of your questions, please feel free to comment and I would love to resolve the same….
Signing off for the day! Stay safe and keep winning!
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