Ways to improve?

[mj71]

I currently work in an ALF and would like any input on how to turn it around; the atmosphere, some attitudes, high turnover?

I know it happens everywhere. I know these are low paying jobs for the unlicensed positions of caregiving. I know all of this, so how can we try to vastly improve the morale, the staffing, the work ethic?

I don’t want to place blame on any individuals, I want to find solutions.

I know we can’t fix every person’s attitude and work ethic but how can we play to the best of every employee’s best traits?

Yes, they are sometimes pushed to the limits; the residents are requiring more time with less resources.

We find somethings are being tolerated by upper management that shouldn’t be because we need the staff.

We find staff not being able to access their “softer side” when dealing with a resident that has increasing needs to be met; i.e., going to the bathroom 2-3x in a short timeframe. Needing extra time to complete ADL.

Please, any ideas how you have taught the necessary soft skills to staff or anything so that we can increase satisfaction for our residents and staff alike.

I really like this population and we have alot of good staff, but we do need some major help!

Thank you kindly,

mj

[Ponymom2]

The only thing that will work is adequate staffing. And by adequate, I also mean compensation. Forget about everything else.

[mj71]

Thank you. Yes, we’ve talked about that and are disappointed by the pay for the amount of work that is expected. We can bring the subject of pay up and see what happens. The owners of course don’t want to hear it.

Thanks again.

Mj

[amoLucia]

I am currently receiving minimal home care services thru an agency.

My most regular HHA was on Cloud 9 the other nite because she had just been recognized as her agency's Employee of the Quarter. Totally caught her off guard. And she rec'd a $150 bonus which she was tickled about because she goes on vaca to Vegas next week and she's got car repairs needed.

Yes, it is a monetary award so it would have to go thru Admin. But I think they could afford it. .

[Forest2]

On 7/10/2019 at 4:37 AM, mj71 said:

Thank you. Yes, we’ve talked about that and are disappointed by the pay for the amount of work that is expected. We can bring the subject of pay up and see what happens. The owners of course don’t want to hear it.

Thanks again.

Mj

You need to provide them with proof that employee satisfaction directly correlates to resident/family satisfaction. Get stats, do your research, investigate pay, check out the competitors, prepare for the expected reactions, create charts and graphs and do your presentation. Don't just walk in there and ask for money. Make it so that they see it as a benefit, such as what this will do for public image, bragging rights, use resident remarks to make an impact and perform an employee satisfaction survey (results). Work on your opinion leaders. How do you determine the level of care for the residents? Can you prove increase in acuity and needs? If not then you need to work on that. When you deal with business people you have to address them on their level. There's lots of things that can be done.

Now the softer side that you are referring to, I will take a stab at what you are talking about. The staff become impatient with residents because they are frustrated. Frustration leads to anger.

Check this out:

.https://workspirited.com/how-to-deal-with-frustration-at-work

It's hard to bring positivity into a negative atmosphere. It calls for a lot of hard work. I wish you the best.

[mj71]

Thank you all so much for all of the responses! I do actually think pay is on reason but there is a way more difficult problem(if you can believe that) that has about as impact as the pay, if not more and unfortunately I don’t think things will change anytime soon! Am I have to graciously bow out of working there?

[caliotter3]

I have found that over time the biggest, most persistent concern of mine has been compensation. When I find out you are paying my coworker more than me, if all things are equal, and they rarely are, I will lose some of my enthusiasm. This is particularly grating if I am painfully aware that my job performance exceeds the other employee’s efforts. Take steps to insure that all are being paid equitably.

[napswithcats, ADN, CNA, RN]

I would gladly take a pay cut if the resident to nurse ratio was better. There’s just too much work and I don’t feel like I can give the good quality care these people deserve. I only have enough time to do the bare minimum for my 36-41 residents.

[Red Shirt 6, CNA]

Not repeating what has already been stated. Having a break from the routine, Working the same floor/area can get to you. Cross training or a temporary job swap.

Help the staff in releasing physical pain. Having a free option for the staff to have chiropractor and massage sessions on a regular basis.