Strategies for Retaining Top Talent in the Home Care Industry
While recruiting home care staff can be challenging and costly, losing and replacing staff is more frustrating and expensive. Not only do you incur recruitment and orientation/training costs, but you must also consider and factor in the lost opportunity costs. Together, they are considerably higher than the recruiting and onboarding costs. It is estimated by some experts in the industry that the turnover of health care staff can be as high as 80% a year.
Replacing an employee can cost roughly 6 to 9 months of the departing employee’s salary, according to SHRM.
Some sources suggest a range of 50% to 200% of an employee’s annual salary, depending on the role’s level and specialization. A common formula used for budgeting is to estimate between 1.25 and 1.4 times the employee’s base salary to cover recruitment, onboarding, training, and lost productivity. It’s important to note that these are general estimates, and the actual cost will depend on factors like industry, location, and the specific role being replaced.
TURNOVER COSTS
According to Google AI, the indirect costs of turnover are:
- Lost Productivity comes from: Reduced output from the departing employees, time it takes to onboard and train a new employee to full productivity, and potential disruptions to projects and deadlines.
- Impact on Morale: The departure of colleagues can create uncertainty and negativity among remaining staff, potentially leading to disengagement and lower productivity.
- Knowledge Loss: Departing employees take with them valuable institutional knowledge and expertise, which can disrupt workflows and customer relationships.
- Potential for Further Turnover: Low morale and increased workloads can lead to burnout and even more departures, creating a cycle of high turnover.
With this kind of cost to the agency, why would you not spend at least half as much on retention programs to prevent this undesirable cost to your agency?
RETAINING HOME CARE AIDES
In order to develop retention strategies for a group of providers, you must first determine the cause of turnover. According to Google AI, the reasons for aides leaving a health care agency are:
- Low Wages and Lack of Benefits: Home health aides often earn low wages and may not receive benefits like health insurance or paid time off which makes it difficult to attract and retain qualified staff.
- High Physical and Emotional Demands: The job can be physically demanding with tasks like lifting and transferring patients. It can certainly be emotionally taxing, especially when dealing with clients' health declines or end-of-life care.
- Lack of support and recognition: The jobs in the field are difficult and do not have the support of other colleagues on site. The staff need to do the best they can. They leave because no one seems to recognize the hard work they do.
- Limited Career Advancement Opportunities: Some agencies may not offer clear paths for career growth or professional development which leads aides to seek opportunities elsewhere.
- Burnout and Stress: The combination of physical demands, emotional challenges, and high workloads can lead to burnout and increased stress among aides.
You need to dig down deep and analyze you agency. Why do your aides leave? Is it all of the above? Are there different reasons you need to consider that are specific to your agency?
RETAINING CLINICAL STAFF: RNS, LPNS, PTS ETC
The cost of replacing skilled staff in home health can range from 16% to 200% of the employee's annual salary, according to several reports. For a nurse, this could be around $56,300, according to a Medbridge report. For a position like a home care worker making less than $30,000 per year, it could be around $2,600, according to a report from the Center for American Progress. A report by PHI suggests that replacing allied health personnel can cost at least $6,368; including lost productivity he total cost includes direct expenses like recruitment and training, as well as indirect costs like lost productivity and potential negative impacts on client care.
Here's a breakdown of the cost factors:
- Direct Costs: These are expenses associated with finding, hiring, and onboarding new employees. This involves advertising job openings, conducting background checks, providing training, and covering the costs of physicals or drug tests.
- Indirect Costs: These are more difficult to quantify but can be significant. It includes the loss of productivity while a position is vacant, the potential for errors due to inexperience, and the negative impact on employee morale when turnover is high.
- Specific Roles: The cost of turnover varies depending on the role. Replacing a specialized healthcare professional can be very expensive, potentially reaching 200% of their annual salary, says Oracle.
High turnover rates can significantly impact home health agencies, leading to increased costs and potential disruptions in care. Reducing turnover through improved employee retention strategies is crucial for maintaining a stable workforce and providing quality care.
Given the high cost of turnover in an agency, we would suggest that spending 20% of the potential lost cost on retention strategies would be well worth the expense. As noted, every agency is different depending on the client/patient caseloads and the state and communities in which you operate. If you have high turnover in your agency and are struggling with developing effective retention strategies, contact Kenyon Home Care Consulting by email or call 206 721 5091. We are here to help.
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