Posted on March 8th, 2024

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In a recent webinar presented by SMK Medical featuring Sylvia Abbeyquaye Ph.D, MPA, RN and Demetrius Kirk, DNPc, MBA,MSN, RN, LNHA, LSSGB, PAC-NE, QCP, the critical issue of staff retention in long-term care facilities was addressed. With high turnover rates and associated negative impacts on patient care and facility operations, it has become increasingly essential to prioritize strategies aimed at retaining valuable staff members.

Factors Influencing Turnover in Long-Term Care Facilities

During the webinar, the topic of turnover in long-term care facilities was discussed and various factors influencing this phenomenon were highlighted. These factors included leadership, workload, wages, flexible work schedules, for-profit status, patient volumes, and individual factors such as career adaptability, decision authority, age, experience, and marital status. The discussion emphasized that organizational factors, individual factors, effective sentiments, relationships, and support are crucial determinants in nurses' decisions to leave their positions. It was evident that these factors play a vital role in shaping the turnover rate in long-term care facilities.

Resilience and Social Integration in the Workplace

During the webinar, Dr. Sylvia discussed the concept of resilience and its importance in promoting a sense of belonging in the workplace. Resilience also helps in enhancing organizational citizenship behavior, job satisfaction, and employee retention. She introduced the community integration model, which is based on evidence from a literature review and a trial study. The model highlights the intrinsic and extrinsic changes that take place when an employee integrates into the workplace. It emphasizes that integration is a two-way process, involving both the workplace and the employee. The webinar also emphasized the importance of creating a welcoming environment, clear communication, and opportunities for team building and social integration. These measures can help to support new staff during the adjustment phase.

The Role of Structured Orientation Programs

During the discussion, we talked about the impact of structured orientation programs on various aspects such as job satisfaction, retention, and patient care. Dr. Sylvia proposed a comprehensive orientation program framework that includes defined outcomes, preceptorship, mentorship, didactic components, and evaluation processes. The main goal of the program is to help new staff feel comfortable and confident in their roles. To ensure safety and quality during the orientation process, it was suggested that a staggered approach to floor assignments be used, gradually increasing responsibilities over several days.

Strategies for Long-Term Staff Retention

During the webinar, Dr. Sylvia introduced her model for talent retention which focuses on small, but impactful actions such as longer orientation, mentorship, and support to tackle issues like bullying and workplace discomfort. The model emphasizes meaningful training and teaching of specific long-term care skills, such as infection control, and fostering a supportive and conducive environment for new employees to thrive. This holistic approach highlights the importance of structured orientation programs in healthcare facilities to enhance job satisfaction, retention, and patient care.

Conclusion

The webinar ended with a powerful message to take action towards creating long-term plans to attract and retain employees in the long-term care industry. Sylvia Abbeyquaye Ph.D, MPA, RN and SMK Medical shared valuable insights that provided a comprehensive understanding of the complex nature of staff retention in long-term care facilities. They also outlined practical strategies to build a resilient workforce. The importance of investing in the well-being and retention of long-term care facility employees was emphasized through the integration of structured orientation programs, community integration models, and the prioritization of supportive environments.

In conclusion, the webinar laid the groundwork for a shift towards empowering and nurturing the workforce within long-term care facilities. This shift will improve patient care and organizational success.

Keywords: employee needs, generational differences, job satisfaction, turnover prevention, adjustment phase, trust building, new employee support, social integration, mentorship, training needs, long-term care, healthcare staff, orientation program, structured training, staff retention, talent retention, workplace discomfort, workplace dynamics, community integration, team building, mentorship program, preceptorship, job satisfaction, resilience training, leadership impact, turnover rates, organizational factors, individual factors, sense of belonging, community integration model.

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