The long-term and post-acute care industry is in crisis, grappling with significant workforce challenges. Smartlinx’s Chief Product Officer Brian Buys recently led an informative and lively panel discussion, "An SOS for the Post-Acute Industry: Sourcing, Optimizing and Sustaining Your Workforce," which brought together industry leaders Heather Tussing, Michael Herold, and Owen Hammond, to dissect the pressing staffing issues for the senior care industry and explore solutions to craft a thriving workforce. Here are some of the key takeaways and strategies from that panel discussion.
Understanding the Staffing Crisis: More Than Just Numbers
The panel kicked off tackling the well-known issue of healthcare staffing shortages, particularly nurses and CNAs. Heather Tussing, President of The Aspenwood Company, highlighted a two-pronged problem: a scarcity of licensed individuals and fierce competition from unexpected industries like retail and e-commerce, offering competitive wages and full-time hours. Michael Herold, President and CEO of Guardian Healthcare, echoed these concerns, noting a significant exit of nurses to warmer climates and constant wage competition among providers.
Owen Hammond, CEO and Principal of Cascadia Healthcare, added a crucial element to the conversation, pointing out the lack of a compelling narrative to attract new talent to the industry, especially in the wake of the pandemic. He emphasized that today's workforce seeks flexibility, often preferring the flexibility offered by gig economy jobs like DoorDash and Uber over traditional healthcare roles. "I think more of the workforce that we're seeing now wants to work at their own schedule, at their own time," Hammond noted. This desire for work-life balance and control over their schedules further exacerbates staffing difficulties. The discussion also touched upon the disproportionate impact on CNA roles, though high-acuity areas like Houston still see a pull for all levels of nursing staff.
Cultivating a Culture Where Caregivers Thrive
The conversation then shifted to innovative culture strategies designed to attract and retain staff. Michael Herold, President and CEO of Guardian Healthcare shared Guardian's focus on a people-centric culture, where employees and residents are equally valued. By decentralizing decision-making and empowering site-level leaders as "coaches and advisors," Guardian fosters an environment of continuous improvement and transparency. This strategy leads to significant drops in turnover and impressive retention rates, with anecdotal evidence of former employees returning after experiencing less supportive environments elsewhere. "The work environment that we were creating and the culture that we had established was what they wanted to be a part of," Herold stated.
Heather Tussing emphasized the importance of measuring employee engagement through new hire and annual surveys, alongside monitoring resident and family feedback. She also highlighted the power of sharing positive cultural indicators externally, such as high Glassdoor ratings and internal promotion statistics, to attract new talent. "You're doing the work... You have to share it on the front end to attract those new team members," Tussing advised. Furthermore, she stressed the importance of investing in staff areas, like break rooms, ensuring they are as inviting as resident spaces.
Owen Hammond underscored the need for authenticity in culture, comparing a truly supportive team to a basketball team where every player feels valued, not just the "A-team." He advocated for having the "right coaches" (leaders) in facilities who understand how to motivate and connect with staff. "This really comes down to how you feel," Hammond explained, stressing the importance of staff feeling proud after a double shift, rather than depleted. His company, Cascadia Healthcare, actively seeks leaders from outside the industry to bring fresh perspectives and challenge norms. Owen advised that the best way to gauge a building's culture is to "let your senses tell you what's going on" – observing the environment and how staff interact, as genuine culture cannot be faked.
The Path Forward: Supporting and Sustaining the Workforce
The webinar concluded with a strong message: addressing the workforce crisis isn't just about filling immediate needs; it's about strategically sourcing, optimizing, and sustaining a robust and engaged team. By fostering a culture of authenticity, empowerment, and continuous growth, post-acute care organizations can create environments where caregivers not only want to work but thrive, ultimately benefiting both staff and residents.
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