Recruitment and Retention
Agencies should consider implementing “stay interviews” as a useful tactic for retaining staff during times of turnover.
HHS is rolling out several new initiatives through the Administration for Community Living’s DCW Strategies Center that are designed to help organizations better meet the demand for Home and Community-Based Services.
Champion work-life balance and a better work environment to keep your best clinicians as a new study suggests a sharp increase in burnout among RNs and a reduced number of nurses in home health and hospice even as other settings see growth.
Coders feeling overburdened with additional duties and a lack of recognition for the extra work being done were noticeable trends for 2023, based on an analysis of DecisionHealth’s 2024 Home Health Coders’ Productivity Survey.
Despite the projection that the need for home health and personal care aides are expected to grow faster than any other occupation in the next decade, agencies are faced with high turnover rates for these roles. 
Agencies that create thorough and active succession plans will be set for success in emergencies or when the owner is ready to retire.
A growing challenge for agencies this year will be filling management roles, but those agencies that work to create career ladders will thrive.
Agencies struggling with recruitment need to discard old recruitment methods and create new, transparent job listings that will attract the right staff. This can be done through story-telling recruitment.
A good onboarding process is a key to making sure the clinician not only learns the basics of home care, but that they also learn more about your agency.
Recruitment and retention remain a top concern for agencies heading into 2024, with administrators looking to beef up benefits as one way to address staffing concerns. 


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