Article
Turning Around Employee Turnover In Behavioral Health
Article from OnShift by Cari Rosenberger
Staff turnover in the behavioral health field has been a persistent challenge. High turnover rate can significantly impact the continuity and quality of care, leading to increased workload and burnout among remaining staff. In addition, turnover can be costly for organizations, with the expense of recruitment, onboarding, and training new hires.
However, research has shown an increase in demand for these services, highlighting the need for effective strategies to reduce turnover and retain skilled professionals in the behavioral health field.
To combat this issue, it's important for organizations to understand the causes of turnover, which can include factors such as job satisfaction, work-life balance, and organizational culture.
Implementing strategies such as regular communication, recognition of hard work, and proactive management can help improve employee engagement and retention in the behavioral health sector.
Here are our key takeaways from the article:
Behavioral health has a high employee turnover rate, often as high as 40% to 70%, which impacts care continuity and creates an unstable work environment.
The cost of turnover is significant, costing providers up to $4000 per employee, diverting funds from growth initiatives.
Understanding where staffing gaps exist is crucial. Understaffing impacts care quality, increases workload, and contributes to burnout, leading to more turnover.
Recruitment should focus on hiring for cultural fit, not just skills. Aligning hires with organizational values increases the chances of long-term retention.
Onboarding should be considered as a 90-day process. Tracking key performance indicators and regular check-ins can identify potential issues early and ensure they're addressed promptly.
Regular and open communication is crucial to keep employees engaged and prevent minor issues from escalating into bigger problems.
Weekly, automated pulse surveys can provide real-time feedback from employees, which helps managers address concerns promptly.
Regular recognition of top performers can encourage positive behavior.
Managers should proactively reach out to employees who seem to be struggling. Addressing performance issues early can prevent dissatisfaction and turnover.
Excerpt
Turning Around Employee Turnover In Behavioral Health
By Cari Rosenberger on OnShift
"The average employee turnover rate in behavioral health is estimated at 40%. However, it’s not uncommon to hear of rates as high as 70%. This constant churn of employees not only impacts the overall continuity of care organizations can provide but creates an unstable work environment for staff, often perpetuating the problem.
Luckily, there are a number of best practices behavioral health providers can implement to help combat rising turnover while creating a workforce that is both satisfied and engaged. Here are a few key tactics for turning around your turnover issues.
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