Recruitment and Retention
Conflict resolution in the workplace can be broken down into steps to simplify the process. By doing so, HR and managers can ensure more effective communication and a more effective conflict resolution process.
The national average hourly rate for home health nurses was $35.20 in 2021, up 2.98% from the previous time period, according to the 2021-2022 Home Care Salary & Benefits Report.
One area in which your return on investment can be difficult to measure is recruitment. The process is often a murky one, with casual conversations that lead to hiring pipelines, and it isn’t always cut and dried.
Hybrid offices are here to stay, along with remote learning and meetings.
As agencies lean on recruitment bonuses to attract quality staff, you must consider the impact on overtime for non-exempt staff to avoid compliance risks.
Throughout the pandemic many agencies have had to turn down referrals because of staff shortages. “It’s become very difficult for agencies to find quality staff."
Agencies large and small are facing the potential for looming resignations due to the staff vaccine mandates, on top of any fall/winter surges in COVID-19. When it comes to staffing, agencies need to hope for the best, but prepare for the worst.
As home health agencies struggle with what has become known as “the great resignation,” a spotlight has been placed on company culture and how it impacts staff satisfaction, and thus, retention.
Within each company is a unique culture defined by the people within it. At the same time, several important qualities span many different organizations to contribute to their upbeat natures.
It might seem that economic incentives can pull a new hire into the door, but the incentives won’t necessarily keep them there.


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