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Check Your Watch Because It is Time! Clinical Education In Homecare Is The Beginning Of Future Success. Don’t Wait Any Longer!

clinical educationSo, let’s talk about your clinical education. How do you approach it? Have there been changes in the last 10 years? Also, how does staff evaluate it? There are many reasons that agencies hold off on educational programs for staff. Let’s first look at those and then consider why to change the current role clinical education plays in your agency.  

Reasons Agencies Don’t Invest In Clinical Education: 

There always seem to be reasons not to invest in clinical education, but in the long run it is worth it to do so. Let’s look at 5 reasons agencies don’t take that step. 

  • Money: We understand budgets are tight and sometimes education takes the back seat to other money spent.  
  • Time: When your agency is busy, it may seem tough to schedule training and still get patients seen.  
  • Understaffed Already: If you are down staff, then the time factor is more difficult. 
  • Doesn’t Improve Retention: If this is your goal, then losing staff despite additional education is frustrating. 
  • Didn’t Improve Outcomes: Ultimately, this is the goal. Improving outcomes with better prepared nurses is a no-brainer.  

Now, Why You Need To Reconsider Each Of These Reasons: 

Even if the previous list checks several boxes in your agency, it is time to take a second look. Consider the following and why you can justify every dollar and minute spent.  

  • Money: There are economical ways to provide staff training today. Consider online webinars or purchasing training you can use more than once. Training on-site at conferences is always great for staff but is not always affordable for agencies.  
  • Time/ Understaffed: While time spent on training does not generate direct revenue at that moment, it does for future referrals. Specialty programs, well designed chronic disease programs, and clinical teams running as well-oiled machines generate referrals. 
  • Doesn’t Improve Retention: Here’s the thing. If you have been burnt in the past with staff leaving after receiving specialty training, then have them sign an agreement to remain on for 2 years post training. If they are invested in your agency, then it will not be an issue. Now, if they are unwilling, then they probably never were and maybe you train someone else. Staff will be more dedicated when administration invests in a meaningful way to make them better.
  • Doesn’t Improve Outcomes: This is a big one. Maybe the training program is the problem. If you invest in the clinical education, there should be some way planned to incorporate what was learned into practice. Many times, the agency spends the money and that is it. So, you need to be clear what you expect as an agency to change with the direction of the training. Let’s look at how to integrate your clinical education. 

Integration Of  A Clinical Education Program: 

Look at staff education that is relevant to all clinical staff. If you train nurses, but not therapists and aide staff, then how can you expect to have a meaning change in outcomes? Look at programs that tackle clinical issues such as chronic disease management for all clinical staff as well as your agency. This way, it gives you the next step of how to integrate the education into meaningful clinical practice. Online purchases will allow you access to train staff as they come on board and everyone remains on the same page when it comes to clinical approach.  

Kenyon Homecare Consulting Can Help! 

At Kenyon Homecare Consulting, we offer a wide range of educational programs to help your agency. Whether you are looking for integrated chronic disease programs or adding specialty programs, we can help you through the process.  Call us at 206-721-5091 or contact us online for your free 30-minute consultation with a senior consultant today to see how we can help you meet your goals.  

Employee Retention In Homecare: What Is The Next Step When You Feel Like You Have Done Everything But Still Can’t Keep Staff?

Employee RetetnionThis is the million dollar question, right? Homecare struggles to have the sheer volume of employees to service the clients. On top of it all, employee retention is an issue. Is there a homecare agency out there who isn’t struggling to recruit and retain quality staff? It is a real issue for long-term sustainability for the industry.

Why Do Your Employees Leave?

The first thing people normally say is money. If it was all about the money, then no one would be in homecare. The mismatch between reimbursement of inpatient versus in-home care has always been there. If money was the main factor, there would never have been an applicant there in the first place. Maybe you need to consider what you ask when they leave. Now, we are talking about the form itself. Does it look the same as it did 20 years ago? If so, then you get information from exit paperwork that doesn’t help retain employees. If you are long-term in homecare, consider what would make someone leave 20 years ago or 10 years ago versus now.

Challenged Versus Overwhelmed:

You hear employees talk about being overwhelmed. It becomes important for employers to distinguish between the two concepts of challenged versus overwhelmed. Employees need to be challenged to find the job fulfilling. It is the nature of work. Without the work being fulfilling, employees will find a reason to leave. Now, the question needs to be: How do we keep employees fulfilled in the job they do. By pushing the employee past challenging into overwhelming, you change job satisfaction. It is a balance for employees with different thresholds for each.

What Does Your Training Do To Keep Employees?

Exit interviews often communicate a lack of job training to provide the employee a comfort level doing their jobs. Because homecare employees are on their own in the home, making sure the comfort level is attained is huge for retention. Often times, we don’t consider the additional stress an employee may have who hasn’t worked in homecare in the past. Dealing with complex cases of co-morbidities may be scary for employees or make them feel unprepared. This is definitely applicable for home health aides.

Work For Advancement:

Training and education needs to result in a potential for advancement in the field. Setting up advancement ladders provide the employee with incentives that can lead to improved job performance and improved engagement along with financial incentives. Make sure education and applying it to processes within the patient homes. This leads to visible improvement in employee status and advancement of the employee as a valued member of the team. The right training and right incentives make all the difference in employee retention.

Kenyon Homecare Consulting:

At Kenyon Homecare Consulting, we offer training specifically to home care aides and we also focus on retention strategies for your aides. Our training helps to empower the home health aide to a more integral part of the home care team. Call us at 206-721-5091 or contact us online to see how we can help your retention.


Learn more about home care aide retention strategies.  Register for our upcoming webinar, “Retaining Your Home Care Aides By Developing High Quality Career Ladders”. Webinar scheduled for Thursday, April 25, 2019 at 10:00am (PST). Register NOW until Thursday, April 18, 2019 for only $75. Registration after April 18th for $89.99.  CLICK HERE TO REGISTER.