Mentorship programs could help reduce high caregiver turnover, experts say – Home Care Daily News
Low wages and lack of job growth are the two main reasons home helpers quit their jobs, according to a new survey from tech company Medflyt.
Some 6,087 caregivers participated in a survey conducted between May 20 and May 28, according to Levi Pavlovsky, COO and founder of tech company Medflyt, who discussed the results in a webinar on Tuesday. Kathy Febraio, president of the New York State Association of Health Care Providers Inc., which represents the continuum of home care providers, also participated in the webinar.
When asked why caregivers would quit their jobs, 29.4% said the salary and 20.4% the lack of job growth, according to the survey. When asked what they would change in their job to improve it, 52.7% said better benefits and better pay and 19.2% said career development options.
Worsening retention, recruitment issues
The pandemic has exacerbated labor problems, Febraio noted. But now there is a unique opportunity, with the spotlight on the home care workforce and the president’s proposal to invest $ 400 billion in home and community services, to provide more funding and attention to home care. home, they said.
Now that the pandemic is on the decline, “let’s get this workforce back, stabilize it and make this home care industry strong and vibrant,” Febraio said.
Pavlovsky and Febraio discussed possible solutions to the home care workforce shortage that may only worsen in the years to come as the population ages. Along with better wages and better career options, the profession needs more training and general respect, they said.
A whopping 71% of caregivers said they had not submitted any observations on their patients in the past week, according to the survey, according to Pavlovsky. Some 37% of caregivers said that when they did, they usually received no feedback.
Mentorship pilot program
Mentorship programs are one way to improve retention, Febraio said. She spoke about a one-year peer-to-peer mentoring program in New York City that ended on May 31. Three home care agencies in New York and three in upstate New York are participating. The program has partnered with experienced caregivers and newly hired caregivers with the goal of reducing staff turnover in the first 90 days of employment. Among the key findings, caregiver turnover rates in the first 90 days of employment showed that non-pilot agencies had a 170% higher caregiver turnover rate in the first 90 days of employment compared to pilot agencies during the research period.
Such a nationwide program would bring “enormous added value,” Pavlovsky said.
Pavlovsky offered some positive results of the investigation. Among them: 61% of caregivers love their job. The best thing about their job is their patients (36.8%), it is open and flexible (26.1%) and learning new things (20%).
To help attract workers to home care, it’s important to highlight these positives, Febraio and Pavlovsky said.
“Where else in health care can you spend so much time with a person? Said Febraio.
The mindset must change from treating home care workers like subordinate workers to respecting them as rescuers, Pavlovsky said.
The headline of the newspapers should be “Be a lifeline; be a caregiver, ”Pavlovsky said.