Retention has always remained a problem in the home care industry. In 2023, employee turnover among post-acute care providers surged to 77.1%, according to Activated Insights' Benchmarking Report, marking a swift 12% rise from the previous year. This growing turnover trend impacts all levels of business operations. On average, it costs around $4,000 to replace one employee, and with nearly 40% of new employees leaving within their first 100 days, some organizations are investing hundreds of thousands yearly in recruitment, training, and onboarding. Beyond the financial strain, high turnover disrupts productivity, damages team morale, and decreases patient care quality.
This issue continues to exist even post-COVID-19, underscoring the ongoing turnover challenge faced by many post-acute providers. So, what steps can be taken to stop this trend? There are 11 proven strategies for achieving a better retention rate. However, before diving into specific strategies, it’s important to address the three key factors of employee turnover and retention.
To reduce turnover and foster a positive workplace, organizations should concentrate on three essential factors: employee satisfaction, engagement, and a sense of belonging. These elements are interconnected and play a pivotal role in retention.
- Satisfaction is shaped by both material and non-material aspects, including salaries, acknowledgment of efforts, and supportive relationships with colleagues and management.
- Engagement improves when employees experience a sense of purpose and accomplishment related to their roles, responsibilities, outcomes, and goals.
- A sense of belonging is cultivated when employees connect with their organization’s mission, values, and objectives, and it’s usually further strengthened by positive interactions with management and peers.
Proven Approaches for Boosting Employee Retention in Post-Acute Care
Before diving in, it’s worth noting that a great strategy without a solid plan is like sketching a dream house without drafting blueprints—there’s vision, but without a roadmap, things can quickly go sideways. For a deeper look at how planning supports retention, check out this guide on tackling turnover for new hires.
Now, let’s explore 11 effective approaches that can help post-acute care providers retain talent.
1. Refine Your Recruitment Approach
Retaining employees begins with recruiting the right people, which means casting your net in the right places and using smart tactics to draw them in.
While large job platforms like Indeed are popular among providers seeking caregivers or direct service workers, size doesn’t always equate to quality. In fact, the Benchmarking Report (BMR) shows employees hired through Indeed often leave at an 87.5% rate—10% higher than the sector average. For better results, consider referrals from current employees. According to the BMR, employee referrals result in lower turnover and are one of the most cost-effective recruitment methods.
"Staff hired through Indeed have an 87.5% turnover rate—10% above the industry average."
With your recruitment channels chosen, the next step is attracting people who will be a good fit. Beyond assessing clinical qualifications, make sure prospective employees align with your organization’s culture and values. This process starts with straightforward, transparent job descriptions. Cut out unnecessary steps, and clearly define what the role entails and what employees can expect. This method will help you attract potential employees who are not only qualified but more likely to stay.
2. Promote Opportunities for Career Growth
When employees see no potential for improvement, they are likely to leave in search of better options. Ensuring that there are well-defined career paths within the corporate structure helps to eliminate that possibility, whether through promotions, lateral moves, or personal skill development. Although not everyone will pursue these paths, offering these options allows employees to see a future with the company. Clear, achievable growth opportunities improve retention by fostering a sense of direction and investment in one’s role.
3. Prioritize Hands-On, Useful Training
One of the biggest frustrations in recruiting caregivers is a lack of proper training, and it’s no surprise why. People want to feel capable and well-prepared for their roles, especially in a field where confidence and skills impact patient outcomes. Offering thorough, hands-on training along with opportunities for outside learning—like attending workshops and industry conferences—goes a long way in showing employees that the organization cares about their growth. For new employees, training represents the difference between feeling ready or feeling overwhelmed, which helps prevent early turnover. When staff feel ready and skilled, it not only improves their job satisfaction but also enhances the quality of work they provide.
4. Support New Hires with Consistent Engagement
Nearly half of new employees in direct service worker and other care roles leave within their first three months, but turnover significantly decreases after this period. So, having a strong onboarding process that nurtures new hires can make all the difference. Regular check-ins and support from managers during these critical early days can prevent issues from arising unnoticed. Simple tools, like surveys, help gather feedback, and research shows that even one survey can reduce the likelihood of an employee leaving. Managers who act on feedback see even stronger retention. Beyond feedback, clearly outlining responsibilities, recognizing achievements, and providing structured training will create a sense of belonging and purpose, laying the groundwork for a long-term role.
5. Build a Culture Where People Want to Stay
In today’s workforce, culture is just as important to employees as job title or salary. Employees, especially the younger ones, want to know if their workplace reflects values that they resonate with. When they see that their personal beliefs align with those of the company, they’re more likely to feel at home and stay longer.
To create a culture that’s welcoming, encourage individuality, motivate team connections, and show appreciation for everyone’s efforts. Some strategies include hosting regular team events (virtual and in-person), using platforms for employee recognition, gathering feedback through quick surveys, and weaving core values into everyday decisions can all make a difference.
Externally, you can build connections with the community by volunteering together, supporting sustainability initiatives, or teaming up with like-minded organizations. By intentionally crafting a supportive culture, you’re building a workplace that people are proud to be part of and helping retain talented team members.
6. Ensure Competitive Compensation
While healthcare workers may prioritize more than just their paycheck, fair and competitive wages are still crucial. Compensation should not only apply to recruiting efforts but also be an ongoing part of retention strategies, offering current staff merit-based raises, bonuses, and performance incentives. When employees feel that their dedication and hard work are valued and rewarded, it strengthens their loyalty to the organization and increases both employee satisfaction and thus retention rate.
7. Fuel a Sense of Purpose
In roles focused on caregiving, many employees are already deeply motivated by a sense of purpose. But having tangible goals to aim for can further enhance that sense of meaning, such as industry awards.
Recognition programs can be very impactful. Companies that encourage their teams to strive for quality awards or certifications see improvement in employee morale, as people feel their hard work is acknowledged and appreciated. Striving for achievements like “Best Places to Work” or other quality awards adds a shared goal and can make employees feel they’re contributing to something meaningful as a collective. Celebrating achievements along the way also strengthens a shared sense of pride and purpose.
8. Offer Flexible Benefits
In today’s competitive job market, companies need to stay creative and adaptive with their benefits to keep their teams happy and motivated. Simply applying the same standard to everyone will not work; benefits should grow and shift to reflect the evolving needs of employees and industry standards. This doesn’t mean reinventing the wheel every quarter, but regularly reviewing and updating benefits helps signal to employees that their personal and professional needs are a priority to the firm.
Current trends include options like comprehensive health plans, unlimited paid time off, remote or flexible work arrangements, continuing education allowances, and even wellness perks like gym memberships or meal stipends. These benefits not only show employees that they’re valued but can also make your organization stand out against competitors, especially when salary isn’t the only deciding factor. With the right combination of benefits that meet employees’ real needs, companies can create a work environment that attracts and keeps top talent.
9. Foster Open Communication at Every Level
Consistent, open communication is essential for a healthy work environment and high retention. It’s not something to focus on just in the early days of a new hire’s experience but should be part of daily operations across all levels. Open workspace that encourages communication helps people feel supported, heard, and engaged, whether they’re communicating up to a manager, across teams, or down to junior employees.
An important aspect of effective communication is adapting to individual preferences. Not everyone likes the same methods: some may be more comfortable talking in person, while others prefer emails or digital messaging platforms. By identifying each team member’s preferred way of connecting during onboarding and respecting that preference, you empower them to share ideas, raise concerns, and stay actively engaged. Respecting these communication styles promotes an environment where people feel valued and comfortable contributing.
10. Integrate Technology to Boost Efficiency and Satisfaction
Today’s workforce expects technology to streamline tasks and increase performance. It’s a key factor in employee satisfaction and retention. Companies that integrate helpful tech tools not only make jobs easier but also show that they’re committed to supporting their teams with current, practical solutions. In fast-paced sectors like home care and disability services, the right technology reduces repetitive tasks, lowers error rates, and allows staff to focus more on quality work and meaningful interactions.
Investing in user-friendly tools and systems benefits employees of all generations—not just younger ones. Tools that simplify workflows empower everyone to do their best and feel more in control. This not only strengthens daily operations but also connects to a sense of pride and purpose in the work, allowing employees to focus more on impactful, quality care.
11. Make Recognition Meaningful and Consistent
Acknowledging hard work is the first step in creating a positive and connected workplace. Studies consistently show that when employees feel recognized, their loyalty, job satisfaction, and overall engagement all improve. Understanding how each person prefers to be acknowledged in a work environment can make a real difference. Some people may prefer a public acknowledgment in a team meeting, while others might feel more appreciated with a private note.
Effective recognition also works well between the employees, not just from managers. Letting team members celebrate each other’s contributions builds a stronger, more collaborative environment where everyone feels seen and appreciated. And recognition should be frequent, not reserved for major milestones. Simply offering words of kindness and expressing gratitude can make someone’s day and create a ripple effect that improves morale and reinforces a culture of appreciation. Just be sure that recognition is genuine and specific so that it resonates without becoming routine or losing impact.
12. Give Them a Great Caregiver App
Like many things in life, apps on our smartphones add convenience, and caregiver apps are no exception. Look for the following features in the caregiver app you provide for your caregivers and DSPs:
- Available for iPhone and Android
- Automatic updates
- Works online and offline
- Caregiver’s calendar is in the app
- Care tasks are in the app so the caregiver can check them off when complete
- Easy to “message the office” (although it’s usually best to communicate with caregivers via text)
- Caregivers can set their availability
- Caregivers can upload needed documents from their phone or by taking a photo
- Has an “open shifts” function so they can pick up extra hours
Ankota provides great home care software, including a wonderful caregiver app. You can learn more here or contact Ankota.
Conclusion
Retaining a skilled workforce or day center staff, direct service professionals (DSPs), or caregivers requires a thoughtful approach that combines strategy, adaptability, and proactive support. By implementing strategies above that foster engagement, a sense of purpose, and connection among team members, organizations can build a culture where employees feel valued and committed to stay and call home. This approach minimizes turnover and reduces the high costs associated with rehiring, while strengthening the overall quality of care delivered to patients.
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