For those who have followed my last 5 blog posts, I've delved into the topic of caregiver training and education - and how to take it to the right level. Phew! Lots of content to consume. Last week, I discussed how to measure the impact of your training. Next in this series, I want to discuss prolonging the life of your training program.
Building a training and education program is hard work, isn't it? The key to sustainability is in using a multi-pronged approach during implementation as well as a multidisciplinary approach to ongoing delivery.
Prolonging the life of your training program means:
Let's look into each point in more detail.
Use a Team Approach
Multiple people should serve as champions if you are administering training to caregivers across a team. This lessens the pressure so it's not all on one person's shoulders.
Why is this important?
Not all reasons for caregiver turnover are within your control, but according to an article from Home Care Pulse, one of the chief complaints of caregivers that causes them to leave is training. With the average cost of turnover at $2,600 (in 2018) per caregiver, you can't afford to leave training in the hands of one individual.
Layering the responsibility across multiple parties ensures that training:
With a team approach, trainers are also less likely to burn out as well as get their own training and education needs met.
If you only have one trainer, who trains the trainer?
If you think your leadership team is already stretched too thin, think beyond department managers. Look for caregivers who are most engaged in training sessions or seem to really have a knack for motivating their peers.
Often the best trainers are those we think of last!
Lead From the Top
Did you know the fourth most common reason caregivers leave is lack of support from office staff? This is a critical problem across industries. Research has found that "57% of unhappy employees leave their jobs because of their bosses." You now have an opportunity to use training as a platform for organizational and cultural change.
When caregivers see supervisors and leaders attending training, this sends an important message; that the company's mission and goals are a shared responsibility.
It is crucial to not only administer training at all levels but to ensure that all members of the organization's team are held accountable for putting learning into action. If the training session is focused on building skills in how to approach people living with dementia, the Director of Nursing should be seen using those approaches in all resident interactions, just as you would expect from caregivers.
Have an Ongoing Approach
When your training session is complete, don't let that be the end!
Continually reviewing existing material while cycling in new content ensures that what's learned is remembered and applied. This also provides opportunities to practice in a training room and observe skills in action.
Here are some ways that you can reinforce caregiver learning today in your company:
Use Fresh and New Content
According to Lorman Education Services, about /13 of employees share that their employer's training is outdated. So, make sure that you use a training program that can keep up with an ever-changing regulatory and practical landscape.
In addition to the core curriculum and program, you can supplement learning with new media sources such as:
Using virtual and accessible venues for training allows you to further personalize and tailor programming to your caregiver's learning styles.
Stay tuned, as I'll talk about taking your training to the next level in our next blog.