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Innovative HR Practices in Private Duty Home Care

Following a bad experience with his own grandparents many years ago, Tom Knox set on a mission to “Change the Way America Ages.” He is now the owner of two successful home health service providers Seniorcorp and Carefamily. Seniorcorp started as a traditional home care agency and has grown to an industry powerhouse through acquisitions and joint ventures with independent agencies. The partners benefit from Seniorcorp’s corporate support while maintaining their brand in the local market. Recently Tom Knox launched a national online caregiver recruitment and family matching service under the brand CareFamily.  Tom, a fellow Virginian, was kind enough to share aspects of his success story as it pertains to employee management. Corporate HR …

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Reviving Caregiver Work Ethic with Stephen Tweed

This is my great pleasure to host Stephen Tweed,  for this week’s newsletter. Stephen is the CEO of Leading Home Care and Founder of the Home Care CEO Forum.  He recently published a book Conquering the Crisis: Proven Solutions for Caregiver Recruiting and Retention. I asked Stephen to address a concern shared by many who employ hourly workers. It is often referred cautiously as “work ethics” but really it’s about the perceived lack of appropriate work habits. Anne-Lise: “Stephen, I keep hearing complaints from owners and CEOs in senior care about the lack of work ethic among their young caregivers. …

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Managing Hourly Workers & Your Value Proposition

What Is Your Value Proposition? Managing hourly workers presents many challenges. Managing caregivers is no different. Tumultuous personal lives, demanding childcare arrangements are beyond your control. But other issues can be controlled by employers. Because unemployment is down, finding quality caregivers is harder than it used to be. Fewer workers are actively seeking work. The ability to retain caregivers is tough as other industries seek to lure them away with higher wages and better career opportunities. Agencies with an attractive value proposition are positioned to recruit and retain the best caregivers. Here are some pointers to help you identify your …

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Employee Benefits In Home Care

Professional caregivers have many choices of employment. Because the good ones know their value, they look for the best employer in town. Gone are the days when caregivers would take the first job offered to them. In turn, home care agencies need to look at what it takes to be an employer of choice. Money is definitely part of this picture but well-reasoned investments in other benefits are your best chance at creating the right package. Alongside finding qualified caregivers, reducing turnover is now a focus in home care. Although retention requires a multi-prong approach, money is important to caregivers …

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The Future of Home Care – with Steve Weiss

I met Steve “the Hurricane” Weiss in 2015 at a home care conference in Virginia where he spoke in how to grow home care with power partners. Steve is the founder and CEO of Hurricane Marketing Hurricane which provides marketing expertise in the home care and home health sector. Anne-Lise: “Steve, where do you see home care going in the next 3 years?” Steve: “Home care is still a great business to be in. There are still opportunities to start a successful business today. However, affordability of private care is a challenge. The distribution of wealth in our country is …

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How to Retain Millennials in Your Workforce

Millennials are different from other generations in the workplace because of their age, maturity and the times in which they grew up. Their values, their technology and communication methods sometimes conflict with older generations. The common result is reduced engagement, less productivity and more turnover. In fact, 66% of millennials plan to leave their employer in the next four years, and 25% see themselves elsewhere within a year according to  Deloitte’s Global Millennials survey. Let’s consider how the senior care industry can appeal to the next generation of caregivers. Get the ‘deal’ right It’s important for home care providers to …

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Adapt Recruitment Practices to Attract Millennial Caregivers

The interest in millennials is growing because they are the future our workforce. It’s the generation home care needs to attract to alleviate the caregiver crisis. Three-quarter of recent hires (78%) by senior care providers are millennials. Yet the majority of employers (65%) haven’t adapted their employment practices to attract millennials. So if you do, you will have a competitive edge! Let’s consider how the senior care industry can appeal to the next generation of caregivers. Brand Your Organization on Social Media We know that millennials are purpose-driven. They want to work with others who share their values. Caregiving and …

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What Millennials want from work

Last week, I was leading a workshop on Millennials with managers and supervisors of a large senior care company based in Virginia. At the end of the session, Mary (a Baby Boomer) approached me and declared “I think you are a millennial at heart.” Although I am a member of the Generation X, I took this as a compliment.   In fact, Mary’s comment was very perceptive. As an HR professional, I have come to appreciate Millennials’ expectations from the workplace because they benefit the entire workforce. Understanding what millennials value and adapting the workplace accordingly doesn’t mean caving to …

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Traditional Caregivers Are Not The Future of Your Agency

Across the senior care industry, employers feel challenged by a new generation of employees. Traditionally, senior care has recruited mature employees or workers with personal experience of care for family members. It has not had to turn to a young staff. That was true until a few years ago. However, the caregiver crisis, the boom in demand for senior care and the rise of a large generation is changing the demographic realities of the workforce. Senior care employers have to look beyond their traditional pool to expand their workforce and grow their business. Who are the Millennials? Millennials were born …

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Part-Time Workforce Requires Full-Time HR

Whether out of necessity or choice, the number of part-time employees represents a growing share of the workforce. In 2016, 21 percent of workers were part-timers versus 10% in the early 2000s.      The growth of part-time employment can be attributed to 3 factors: It is a consequence of the Great Recession. Employers may not hire full-time workers as a matter of course. Part-time work is sometimes used as an observation period to assess an employee. Part-time workers cumulate two or three part-time jobs with different employers. These “less than 30 hours per week” positions are a manifestation of …