The #1 Thing Said by Senior Care Staff Who Quit

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Senior care centers across the nation are struggling to keep facilities staffed. A recent survey by the American Health Care Association and the National Center for Assisted Living reports that only 1 percent of nursing homes and 4 percent of assisted living facilities (ALFs) are fully staffed. 

One industry expert shared with Forbes, “It is awful. Consumers finally are returning, but we cannot meet the demand because we do not have the staff.” 

And once staff members are hired, they rarely stay; in 2021, nursing homes experienced a 94% turnover rate, with even higher churn rates at low-rated facilities. While factors such as low pay and difficult working conditions certainly contribute to churn, new research suggests staff support outweighs wages as a solution for turnover.  

In this post, we’ll dive further into why senior care staff quit and how to predict their departure before it happens.  

Why do Senior Care Staff Say they Quit?  

Many employees who quit pointed to lack of communication with their supervisor. They cited poor responsiveness from supervisors, frustration with minimal communication, and a lack of proactive communication. Alarmingly, many senior care staff members said they hardly knew their supervisors at all. 

“ Alarmingly, many senior care staff members said they hardly knew their supervisors at all.”

“I met my supervisor once (I think) and have sent her a couple texts asking questions with no response,” said one respondent. Another wrote, “Not sure who my direct supervisor is.” 

Some employees felt that their communication efforts fell on deaf ears. One respondent explained, “I don’t feel comfortable venting my frustrations to anybody in management. Nothing gets solved.” 

Another staff member described a failed attempt at communication. “I mentioned I do not feel comfortable going to a sick client’s home, and my supervisor told me to ‘double mask and get over it.’” 

The poor quality of communication leads some to intensely dislike their supervisor.  A staff member described her supervisor as “one of the worst two-faced people I’ve ever met.” Why this characterization? “She tries to degrade people—me at least.” 

These comments would be disturbing to any manager—clearly, these staff members aren’t likely to stick around. 

How Can Managers Prevent Senior Care Staff from Quitting?

Senior care managers can employ a variety of communication-based tactics to prevent staff from quitting. 

Model Great Behavior

Unlike those in other industries, senior care employees are most likely to quit within the first 100 days of employment. Pinnacle Quality Insight used Retain software to survey staff in their first 100 days of employment and the data indicated a common thread in employee churn: poor communication with supervisors.  

In the data, there were common threads among those who stayed longer than 100 days. Survey responses highlight that great senior care managers lead to decreased employee churn. Staff who liked their managers noted managerial characteristics such as excellent communication, work ethic, and interpersonal skills. 

Staff members provided feedback such as this:  

  • “Since my first day, [she] has been very helpful answering any question that I might have.” 

  • “I love [how] she is always available to help. No job is beneath her.” 

  • “His respect for others is very evident. He...gives everyone the benefit of the doubt. I really appreciate that in a leader.” 

Use Staff Surveys

Staff surveys are an excellent place to start. Surveys can help managers open communication channels with their staff members. Without surveys, managers may not even be aware of the kinds of problems staff are experiencing.  

“Without surveys, managers may not even be aware of the kinds of problems staff are experiencing.”

Staff surveys are critical to tracking employee satisfaction over time. By keeping a pulse on how staff members are feeling about their work and their managers, managers will be able to clearly identify the challenges staff are experiencing and provide the opportunity to address those challenges before they become insurmountable.  

Retain by Pinnacle Quality Insight helps managers collect employee surveys, flag employees with challenges early on, and prompt managers to check in with employees. Retain has proven to be remarkably effective in decreasing staff turnover, especially in the first 100 days when risk is highest.  

Check in Early and Often

Revisiting the stat about so many senior care employees quitting within the first 100 days, it’s crucial for managers to engage with them during that initial period. Automated surveys simplify this process, but managers can reach out through other communication channels during a new hire’s onboarding period. And while a person’s odds of leaving drops after the 100-day mark, that doesn’t mean the communication should stop there. Ongoing check-ins via email, surveys, or a one-to-one chat can all enhance job satisfaction and improve retention.

Recognize Milestones and Accomplishments

Acknowledging birthdays, anniversaries, and other milestones communicates that managers take the time to know their team. Findings from a Workhuman survey revealed that 86% of employees say they feel happier and prouder at work as a result of being recognized, while 85% say recognition made them feel more satisfied with their jobs.

Discover how Retain can help improve communication with employees and help keep senior care staff from quitting.