This compilation of observations delves into the evolving scenario of the Aged care workforce in Australia, contrasting it with the wider healthcare industry.
In the past decade, the primary factor motivating employees to develop a particular intention to depart from their aged care institution has been 'retirement'. This comes as no shock, especially considering that 50% of employees are 46 years old or older.
As the demographic makeup of the aged care workforce tilts towards younger age categories (as mentioned in insight #6), the leading incentive for departure still revolves around retirement for the older segments.
So, how can providers take action? When considering the factors that prompt employees to depart from an organization, providers can take steps to address some of the mentioned reasons:
• Guaranteeing an adequate staffing schedule that permits the delivery of high-quality care.
• Ensuring that staff members are provided with a satisfactory number of shifts to maintain a consistent income.
• When feasible, introduce measures to decrease the prevalence of temporary employment within the workforce.
• Providing employees with chances for career advancement or skills diversification.
• Providing training for supportive supervisors: It might be valuable to focus on middle managers who oversee frontline staff.
These managers serve as the primary source of information about your organization for workers, comprehending quality benchmarks, roles, and responsibilities, and recognizing the efforts of employees.
Reference:
Aged Care Workforce Industry Council
