The senior care industry is facing a major challenge: Employee Retention. According to the National Center for Health Statistics, the turnover rate for direct care workers in senior care is 60%. This means that for every 10 employees, 6 will leave their job within a year. The high turnover rate is costly for Senior Care Organizations. It can lead to decreased quality of care, increased staff stress, and financial losses. The traditional view is that low pay, lack of opportunity for advancement, heavy workloads, and stressful working conditions are the main reasons why employees leave their jobs in the senior care industry. However, research has shown that these factors are not the real problem. In fact, the number one underlying challenge is culture. A toxic work environment, a lack of respect for employees, and a lack of communication and teamwork are all cultural factors that can contribute to employee turnover. This keynote will provide attendees with the tools and strategies they need to turn the tide on employee retention in senior care.

Learner Objectives:

1. Identify the cultural factors that contribute to employee turnover, such as a toxic work environment, a lack of respect for employees, and a lack of communication and teamwork.
2. Compare and contrast the different cultural factors that contribute to employee turnover.
3. Develop strategies for creating a positive and supportive culture in their organizations.
4. Analyze the cultural factors that contribute to employee turnover in their own organization.
5. Evaluate the effectiveness of the strategies they have implemented to create a positive and supportive culture in their organization.

Nurse Learner Outcome:

• At the conclusion of this educational activity, participants will self-report on the post session evaluation an knowledge gain of the importance of culture in employee retention and strategies for creating a positive and supportive culture in their organizations.