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GUEST COLUMN: Five ways to reduce care home staff turnover

Radar

Hannah Wilkinson, Head of People & Culture at Radar Healthcare, shares how care homes can utilise useful technology to reduce staff turnover and keep job roles filled, improve communication and ensure workers are recognised for hard work, boosting staff morale.

  1. Maintain and track employee training and development

Many workers in care homes will want to climb the career ladder and receive a sense of accomplishment.

However, like any other job role, this can be supported by employers tracking the training and development of their employees as they progress.

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Implementing personal development plans using the right software will help set employees realistic targets to aim for and encourage them to continue progression in that particular role.

  1. Reduce time spent on administration

Administration is one of the key tasks of a care home worker and keeping up can be extremely stressful and time-consuming – particularly in a fast-paced and hectic environment.

These issues can stem from a range of factors, including work overload, a lack of supportive technology, poor communication between care home professionals and other inefficiencies. This can all negatively impact the reputation of an organisation, the quality of care provided and the CQC ratings.

Technology, especially during the COVID-19 outbreak, has proven to be extremely successful within the care home industry. It has shown how embracing paperless methods can improve organisation, boost work ethics and morals, encourage communication and reduce the number of hours completing admin.

Thistle Healthcare reported that its workers have been able to save up to 80% of their time from using risk management software offerings, allowing them to focus on the more important elements of their roles.

Poor organisational structures cause worker frustration and burnout and this can sometimes lead to errors. Therefore, having better stress management will further support employees and reduce turnover.

  1. Preparing for population growth

Whilst resourcing issues in care homes have long been a problem, particularly during periods of self-isolation, other reasons are summarised in the CQC’s State of Care report:

“There needs to be a new deal for the adult social care workforce that reaches across health and care – one that develops clear career progression, secures the right skills for the sector, better recognises and values staff, invests in their training and supports appropriate professionalisation.”

Skills for Care has predicted that by 2035 the care workforce will need to increase by a minimum of 29% to keep up with the ageing population and demand for new carers.

Therefore, it is important that the care home sector is as prepared as it can be for this continuous growth. Recruiting the right people with the right skill sets is an important factor and using technology will help you with recruitment, ensuring you are following job description criteria during onboarding processes.

The result is a skilled workforce, along with the assurance that they have the right knowledge to provide quality care.

  1. Streamlining the onboarding process

It’s in both the new starter and the organisation’s best interests that your onboarding process is as quick and efficient as possible. Using the right technologies will help you show your new team member the ropes, giving them the confidence that they have the right tools and information to provide the best care possible.

Implementing digital adoption tools, such as built-in guides, alongside automated processes and workflows will help provide the guidance and assurance your team needs to follow regulatory guidelines.

  1. Ensuring staff safety

In 2020, UK health services experienced the most nonfatal injuries and illnesses involving days away from work, according to the Nsc.

However, it isn’t just patient safety that is at risk across the healthcare sector and recording concerns, claims, accidents, and complaints about safer working is extremely important when it comes to retaining staff.

Whilst recording is important, what happens afterwards and ensuring to address staff involved is important in helping them understand the outcome, as well as helping with morale if they’ve made a real impact.

Ideally, employers should want to reduce the need to log into several systems or use paper and excel spreadsheets.

Radar Healthcare’s analytics engine, complete with AI & machine learning, gives staff access to up-to-date data to help make informed decisions quicker and allows staff to set alerts to be triggered when something may be wrong, so actions can take place by appropriate staff to ensure the quality of care is improved.

 

Tags : Quality Compliance SystemsRadar Healthcare
Lee Peart

The author Lee Peart

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