October 22, 2018 / Source
Poor communication, challenging work hours and a lack of recognition are among the top reasons caregivers leave their home care agencies, according to the latest insights from research firm Home Care Pulse. Other prominent reasons include difficult commutes, lackluster training and disappointing compensation.
Undoubtedly, there are several explanations and triggers that cause caregivers to quit their jobs, Home Care Pulse Founder and CEO Aaron Marcum said. Fortunately for employers, though, most of those factors are within their control.
“Focus on [reasons] that are in your control,” Marcum said during a recent presentation. “By doing that, you can make a pretty big impact.”
Marcum, who founded Home Care Pulse in 2008 after running his own home care business, discussed the top 10 reasons caregivers leave while presenting during the 2018 Home Care Association of America Annual Leadership Conference in Washington, D.C.
With a median caregiver turnover rate that’s consistently between 40% and 67% on a yearly basis, recruitment and retention of qualified workers is still seen as one of the biggest threats to home care agencies’ operations. While the typical home care agency keeps its caregivers for about 15 months, many only retain their workers for half a year or less, according to Home Care Pulse data.
To help gauge labor trends, Home Care Pulse conducts more than 14,000 caregiver interviews a month. Marcum’s insights into the top 10 reasons caregivers leave were identified after more than 40,000 interviews spread out throughout 2018.
Figuring out why employees leave is critically important, Marcum said, so home care agencies can improve their hiring operations, figure out major flaws and “nip them in the bud early on.”
The top-10 reasons caregivers leave
These are the top-10 reasons caregivers leave, according to insights from research firm Home Care Pulse. Aaron Marcum, CEO and founder of Home Care Pulse, highlighted the list during a presentation in September at the Home Care Association of America Annual Leadership Conference.
- Poor communication
- Hours and scheduling
- Pay and benefits
- Little or not training
- Lack of recognition
- Lack of expectations with first client
- Lack of client compatibility
- Rude office staff
- Lack of openness to ideas or feedback
- Commute or travel