Reasons To Not Provide Aide Advanced Disease Training
Kenyon HomeCare Consulting • March 15, 2021
As a leader in the homecare industry, you strive for excellence in everything you do. You pride yourself on providing the best client care, you network with others, stay up to date and plan for the future, and you always bring your “A” game. But what about educating your frontliners, those you count on to support clients day-in and day-out?
You Shouldn’t Participate in Aide Advanced Disease Training If…
Maybe you think you’ve got aide training covered. And maybe you’re right. Here are six reasons you might not need aide advanced disease training.
1. You enjoy the challenge of an undereducated staff.
Your staff knows enough to manage the things on their to-do lists and keep your organization running. What if something goes wrong or productivity suffers because of a lack of knowledge? Well, you just consider that a rewarding challenge.
If, on the other hand, you’d love to know – without the shadow of a doubt – that the caregivers you rely on are confident and have the knowledge to handle more than routine care, consider aide advanced disease training. Standard caregiver training is simply not enough to boost productivity and efficiency to the level you require.
2. You’re content with the number of clients currently served.
You think there’s no way you can manage clients that need more cutting-edge care. Maybe your staff feels overwhelmed, or you simply don’t have the competent resources needed for growth.
If you aren’t satisfied with the status quo then think about providing advanced disease training for your aides. This level of education offers your caregivers the ability to properly handle red flags and recognize worsening conditions. In return, clients and referral sources will refer friends, family and their patients to your organization.
3. You believe your competition has worked hard and deserves to outperform you.
You’ve gotten to know the owner of a homecare agency down the road, and you really like her. You don’t want to see her lose business.
But there’s a way to gain an edge over you competition – if you’re so inclined. Advanced disease education affords you the ability to offer specialized services and provide care for chronic disease clients. Your competition, no matter how nice, simply can’t meet these needs without advanced education!
4. You find things interesting when turnover rates are high and you must solve the cost equation of rehiring vs. budget.
Do you enjoy the process (and cost) of finding, hiring, and training replacements? If so, then definitely avoid advanced education for aides.
If you’d prefer keeping your employees long-term and avoiding the high costs of constant turnover, then advanced disease training is your answer. It gives aides the education necessary to build their careers and grow within your organization, which increases retention.
5. You think the epidemic of rising chronic diseases has been highly exaggerated.
Maybe older adults have always suffered from chronic illnesses, but they are now living longer or in the past diseases weren’t well-documented.
Several reliable sources including Partnership to Fight Chronic Disease, cite the growing increase of chronic disease. Their findings estimate that by 2025, half of the U.S. population will be affected by at least one chronic disease. With these numbers, it’s crucial for healthcare organizations to take action now. For you, that means giving your aides advanced training.
Finding the Right Aide Advanced Disease Training Program
When you decide to provide aide advanced disease training in your homecare organization, it’s important to do some research and learn all your options. Is the program designed for working adults? Is it convenient? Does it include advanced care knowledge needed to help prevent rehospitalizations, such as warning signs of a worsening condition and when your aides need to to call their manager?
At Kenyon HomeCare Consulting’s Aide University, we offer a comprehensive learning program that was created by industry experts to give your aides the tools for success. Schedule a consultation today to learn more.
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
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.
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.
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.
Quality of care issues present a range of challenges related to providing effective and safe care in a patient's home.
Infection Control breaches remain a problem in the home care industry. These are preventable errors for your surveys and in everyday practice.
Recruiting home care staff is challenging and costly, losing and replacing staff is worse. You also must consider lost opportunity costs.
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.
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.
HOPE Question and Answer Repository
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.