Turnover and Retention There are fortunate facilities that have dedicated employees; hence having lower staff turnover rates. On the other hand, most facilities and homes have high turnover rates. Nursing home staff turnover rates exceeds those of other industries (Singh, 2010, p. 426). A way to better understand staff turnover trends is by calculating it monthly, quarterly, or even yearly. According to Singh (2010, p. 427), it costs time and money to replace and train new employees; therefore, making turnovers expensive. Other indirect costs includes over-time paid to employees to fill in unfilled time slots, temporary agencies who find temps to cover vacant shifts, and the time that it takes management to find a replacement when they could be worrying about other important aspects of the company.
Leadership Stability One factor of high staff turnover in nursing homes is unstable leadership stability. It has been discovered that the turnover rate for nursing home administrators is estimated at forty percent, and they have been leaving to find better opportu...
... middle of paper ...
...fied Nurse Assistant”, n.d.). The more training a new employee has, the less likely that he or she will feel abandoned and discouraged on the job.
Career Paths High employee turnover rate is also a result of an employee feeling that there is no room for advancement. Opportunities for promotions or room to grow will promote job loyalty (Singh, 2010, p. 429). A solution for this would be to understand each individual’s needs and goals.
Certified nurse assistant. (n.d.). California Community Colleges: Statewide Health Occupation Directory. Retrieved on February 14, 2012 from http://ca-hwi.org/ccchealth/program_detail.cfm?pk=170
Home health workforce, sharps injuries grow. (2010). Hospital Employee Health, 25(12), 138.
Singh, D.A. (2010). Effective management of long-term care facilities (2nd ed.). Sudbury, MA: Jones and Bartlett Publishers.
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