Caregiver turnover is at a crisis point globally. Having a high caregiver turnover can have dangerous consequences, which have been well documented in research and published industry benchmarks.
Based on the research conducted by the Center for American Progress, the hard cost of replacing a caregiver averages $2,600.
The $2,600 hard costs constitutes:
- Finding caregivers
- Hiring caregivers
- Orienting caregivers
- Training caregivers
Other less obvious hard costs include advertising and creating job posts; resources utilized for interviewing, onboarding, orientations, etc.
Benchmark studies shows the industry’s turnover rate is currently at 67%.
The soft costs of caregiver turnovers are often overlooked and not attributed appropriately. They are sometimes hard to quantify to an exact amount, but nonetheless greatly impacts your business.
The soft costs of caregiver turnovers:
- Loss of productivity
When there is a turnover of a staff, there is a loss of productivity as resources are spent on replacing staff, rather than creating new opportunities.
- Poor quality
New and transient staff can lead to poor quality of health and business outcomes.
High turnovers of staff typically lead to lower morale.
- Sticky effect
Organizational cultures experience the sticky effect. As caregivers leave organizations for various reasons, other staff members often feel the effects and leave as well.
Brand recognition of a high turnover caregiver staff could be very detrimental to your business.
Both the hard and soft costs are extremely difficult to cope with for employers. More and more, employers are starting to adjust their behaviors by treating their caregiver staff as clients rather than just an employee. It will be advantageous to start regarding your employees as a client since it is much more cost effective to keep a caregiver than replace him or her.