Grow Your Home Care Business in 2022 with Data Oriented Decision Making

March 4, 2022

“Without the data, you are just another person with an opinion.”

W. Edwards Deming.

By Stephen Tweed

You’ve heard me say it, or you have seen it in my writing.

“What gets measured gets managed, what gets rewarded gets repeated.”

It’s become the mantra that I have used with home care company leaders who want to grow their business and get ready for the future. And it has come true in our  Home Care CEO Mastermind Groups.  The largest companies in our groups are led by owners and CEOs who have a firm understanding of the data from their businesses.

Let’s start with the first phrase.  “What gets measured gets managed.”

What you track in your business determines your priorities. If you only track dollars, that shows us where your priorities are. If you track sales and marketing results, that shows that you put an emphasis on attracting new clients. If you track caregiver recruiting and retention, that shows that you put an emphasis on finding and keeping the caregivers you need to grow your company.

Leaders in the largest, fastest growing companies in home care track metrics, analyze results, and make strategic decisions based on their analysis. They evaluate programs, gather new data, and change directions when their analysis shows that what they have been doing is no longer working.

LET’S LOOK AT SOME INDUSTRY DATA POINTS

For over a decade, we have worked closely with  Home Care Pulse  on their annual  Home Care Benchmarking Study . This annual report gives us the best available data on most elements of a successful home care business. Let’s look at a few interesting data points from the 2021 Report. What could you learn about your business if you captured these same data points from your own company and analyzed the data?

  • The median sized home care company in 2020 was $1.95 million in annual revenue. The companies at the 95th percentile generated $8 million in revenue
  • The gross margin for the median sized companies was 35.9% of total revenue
  • The median sized company spent 5.1% of revenue on sales and marketing
  • The median sized company spent 3.2 of revenue on caregiver recruiting and retention

I suspect that most of you reading this newsletter are subscribers to the annual  Home Care Benchmarking Study , and you have probably compared your numbers to these data points. There are some other data points that perhaps you have not looked at.

  • The number one source of new clients is referrals from current or previous clients and their families
  • The number three source of new clients is referrals from caregivers and other employees
  • Companies over $5 million in annual revenue convert 41.7% of callers into clients
  • Companies under $1.5 million in annual revenue convert 29.7% of callers into clients
  • The median client acquisition cost across the industry was $595.00 

What do you know about your sales and marketing activities from looking at your own data? How has that data changed over the past two years since the Pandemic began? How have you adjusted your sales and marketing activities based on what you have learned from your own data?

One of the things we have learned by examining case studies from specific  Home Care CEO Mastermind Members  is that not all referral sources are created equal. New clients coming from certain categories of referral sources have a much higher lifetime dollar value of a client than clients coming from other referral sources. For example, we know that clients referred by Bank Trust Officers and other Trusted Advisors generate more hours per client per week, and long lengths of service, than clients referred by hospitals, home health agencies, and skilled nursing facilities.

What do you know from your data about the dollar value of your clients by referral source category? Would it be valuable if you could direct your sales and marketing efforts at those referral sources that bring the most valuable clients?

WHAT CAN YOU LEARN ABOUT CAREGIVER RECRUITING AND RETENTION FROM LOOKING AT YOUR OWN DATA?

Here are some interesting data points from Home Care Pulse about caregiver recruiting and retention:

  • The number one recruiting source in 2020 was Indeed.com
  • The median caregiver acquisition cost was $497 on Indeed.com
  • The turnover for new hires form Indeed.com was 76.1%
  • Turnover in 2020 was 65.2%
  • 57% of turnover happens in the first 90-days.
  • The number two recruiting source in 2020 was Employee Referral Programs
  • The median caregiver acquisition cost for employee referrals was $661
  • Turnover for new hires from employee referral programs was 63.8%
  • The number five recruiting source in 2020 was word of mouth
  • The median caregiver acquisition cost for word of mouth was $347
  • The median turnover rate for new hires from word of mouth was 47.1%

What could you learn from analyzing your own data about recruiting that would help you attract more new caregivers?

LEARN ABOUT YOUR COMPANY BY DISCUSSING YOUR DATA WITH YOUR PEERS

One of the most valuable activities in our  Home Care CEO Mastermind Groups  is our internal benchmarking process. On a regular basis, our members submit financial and statistical data. We create a table of that data so that members can see the mean and median for their entire group, and they can compare their own data to the group. Then we have in-depth discussions about each category so that members can learn what other members are doing that works, and the numerical results they are getting.

As Edwards Deming said, without the data, you are just another person with an opinion. You can have a conversation with other home care owners about various aspects of your business but without the data your are just discussing opinions. When members share data, results, and best practices, everyone in the group can learn and grow from the discussion.

If you would like to have this opportunity to examine confidential benchmarking information with other owners of similar sized home care companies who do not compete with you, then explore becoming a member of a  Home Care CEO Mastermind Group.


This article  re-published with permission of the writer, Steven Tweed:

Stephen Tweed, CSP,  is an internationally known health care and business strategist, award winning professional speaker, and published author. He is the CEO of  Leading Home Care… a Tweed Jeffries company  and the Founder of  The Home Care CEO Forum®  and  Caregiver Quality Assurance®.


Should you need assistance with your home care, home health, or hospice agency, then call Kenyon Homecare Consulting at 206-721-5091 or contact us online . We help agencies develop practical solutions for success in the home care industry.


Results Based Consulting

Did you find value in this blog post? Imagine what we can do for your home care or hospice agency. Fill out the form below to see how we're leading the industry with innovation, affordability, and experience.

Contact Us

compliance
August 28, 2025
Managing compliance in the home care, home health, and hospice world is a challenge. Let's look at what it takes. It is necessary to be methodical and intentional.
Health are crisis
August 20, 2025
Significant reductions is federal Medicaid funding has a huge impact to our nation's healthcare system to the tune of $911 billion over 10 years.
patient centered care
August 11, 2025
Somewhere in the mix of trying to improve patient care, the patients can get lost. The drive to to move to true patient centered care.
Solutions or quality care
August 2, 2025
Quality of care issues present a range of challenges related to providing effective and safe care in a patient's home.
Infection ontrol
July 26, 2025
Infection Control breaches remain a problem in the home care industry. These are preventable errors for your surveys and in everyday practice.
retention
July 17, 2025
Recruiting home care staff is challenging and costly, losing and replacing staff is worse. You also must consider lost opportunity costs.
Home care nurse
July 12, 2025
One of the biggest challenges for home care and home health is the recruitment of staff to provide care. The high cost remains an issue for recruitment strategies.
#recruitment #retention
July 3, 2025
There has been a growing issue with the supply of nurses and home care aides. This is particularly true for home care agencies. With the increased competition from hospitals, skilled nursing homes, Medicare home health and hospices for these workers, it has become increasingly difficult to recruit and hire.
January 10, 2025
HOPE Question and Answer Repository
June 9, 2023
Today, this article will look at little different than out typical articles. We all know the costs of losing employees and trying to hire and train new ones. It is exhausting and expensive. So, we think about our wages and benefit packages all the time. What can we do differently that makes people stay? We can’t change the job and we don’t want to keep people that don’t like the work itself. So, how do we acknowledge employees in a way that is valuable to them and that our businesses can afford to do? 5 Things To Consider About Employee Recognition At Your Christmas Party: 1. Years of Service: These can be based on milestone work anniversaries (5, 10, 15 yrs, etc.). If a person has been at your agency 11 years, you pull them up and acknowledge them in the group of employees who have been there at least 10 years up until the time they hit the 15 years landmark. This way longevity is recognized yearly. 2. Special Employee awards: Now, this may be difficult if your staff is very small, but acknowledge the employee who has gone the extra mile in the job they do. Tell the story. The employee needs to know when the employer is proud of the work that has been done. Consider a plaque or certificate. Don’t minimize the value of the employee having them to display. 3. Acknowledge all employees in the mix: Because we are a clinical industry, the administrative staff is often overlooked on day-to-day operations. Ultimately, don’t miss the chance to acknowledge the employee who was able to catch billing errors or collect on a large account. Staff doesn’t like to hear about money, but those types of collections keep Christmas bonuses in place! So, make sure the other staff knows the accomplishments of the finance department or the office manager that every caller loves to speak to. Don't ever forget the IT staff that is on call more than any clinical person in your agency! 4. Letters from the administration: Add a personal note to your staff either collectively or individually depending on the size of your agency. If you are larger, there are employees you don’t often see or get to talk to on a regular basis, so take the time so send a note with that Christmas bonus. 5. Consider the Christmas bonus: Listen, some of you can afford to do substantial monetary bonuses and that is fantastic. However, if you are not in that position, consider something in its place. Maybe small gas cards go with the letter from administration. With the cost of groceries, consider something that helps with the costs of daily living for employees. Big box gift cards in your area will always be used. You may do a lot of these things on a yearly basis to employees. All this being said, it doesn’t mean there aren’t reasons for acknowledgement throughout the year. However, your annual Christmas party is a good way to do it collectively. Between your annual party, write the individual cards to employees when you hear a patient interaction worthy of praise. Or, maybe you buy a gas card for the employee who has picked up extra shifts and always shows up on time. Ultimately, employees will feel valued. You will not regret the time, effort, and energy put into these efforts. Merry Christmas! If you want help with recruitment and retention strategies for your agency, please call Kenyon Homecare Consulting at 206-721-5091 or contact us online today.