"Our very survival depends on our ability to stay awake, to adjust to new ideas, to remain vigilant, and to face the challenge of change." – Martin Luther King Jr.
Aging service leaders have their eyes on 2023. Between looming economic uncertainty and the slow but hopeful crawl out of COVID, there is one thing for sure; labor shortages will continue.
In the care industry, the labor shortage is the elephant in the room. It affects the quality of care provided, attracting and retaining the best workforce, and balancing the budget to meet business goals despite the domino effect that low staffing causes.
Let's ask ourselves - is it a Challenge or an Opportunity?
This is what makes great leaders shine. Challenges present themselves so we can push ourselves to do better, right?
We don't know how long aging care will face workforce shortages, but my crystal ball tells me we're in for this to go beyond 2023. At the same time, those who need care continue to climb. I don't have to remind anyone reading this article that from now until 2030, 10,000 Baby Boomers a day will hit retirement age. That means the oldest Boomers are 76 years old. According to Morningstar, approximately 52% of people over 65 will need some type of care in their lifetime. The need is growing fast, and the needed labor force is simply not keeping up with skyrocketing demand.
Advances in technology will continue to bridge gaps and improve efficiencies for both professional and family caregivers. The use of assistive robots in the care of older people continues to climb worldwide as countries seek alternative means of caring for soaring aging populations.
The need for humans to provide the most needed care will continue to climb, despite any technological advances.
Here are some key strategies to integrate next year:
- Create a culture and environment that people want to work in. If you can't define that, get to work!
- Ensure that your mission and vision statements are clear and will be intriguing enough to attract top talent.
- Re-tool every position so that there is a well-defined career path.
- Make certain that those in charge of hiring know #1 and 2.
- Offer competitive wages and benefits.
- Provide employee development opportunities, including ongoing training, education and skill building.
- Develop an employee engagement plan to keep them connected to your mission.
- Recognize employee accomplishments, anniversaries, and special occasions.
- Commit to flexibility as needs change. Don't get stuck thinking that it would work tomorrow if it worked yesterday.
Those of us in aging services are highly committed to the quality of care for older persons. We know the importance of meeting business goals. At the same time, we are caring for people.
Challenges are opportunities for us to seek out quality collaborations and partnerships that help us all overcome today's obstacles, so we can build a better tomorrow.
Need a free resource to check how you are doing with your recruiting and retention?
Click below for a free Temperature tool for you to use.
Let's welcome 2023 through a lens of excitement and solutions!
