This compilation of observations examines the evolving nature of the Australian elderly care workforce and how it differs from the larger more significant industry.
The proportion of aged care workers who frequently consider quitting has increased since 2009 up to COVID times, and their organization has substantially decreased.
However, when compared to a variety of other health and community sectors, its 10-year average (since 2012) is still the lowest.
However, that hasn't significantly changed the proportion of people who have. made the decision to leave their organization with a clear aim.
What are your options as a supplier?
Following are some tips and recommendations to assist in lowering the risk of turnover:
• Modify workloads: Too much work is a hindrance to efforts.to hire and keep employees.
• Provide possibilities for career advancement, including:
-The improvement of attraction and retention through advancement opportunities for the sector's retention.
Foster a positive organizational culture by implementing a basic and affordable worker appreciation program, according to HESTA research.
It was discovered that workers in the elderly care industry put in a lot of time and effort, frequently going above and beyond what is necessary.
How can you thank and honor the employees of your organization?
Create successful induction programs: UK-based Saving Neil Eastwood, from Social Care, mentions a successful induction program as a crucial tool for employee retention: "The initial stages of a care worker's. The most crucial phase of life in an elderly care organization enhancing long-term retention.
Reference:
Aged Care Workforce Industry Council
