Do you want tips to successfully hiring caregivers?
This month, we are all about caregiver mentoring because recruiting without keeping those new caregivers is a waste of time and resources. So if you don’t like wasting money, listen up! Caregiver mentoring is one of the best ways to retain the caregivers you recruited so carefully. However, mentoring is no easy fix. Here are tips for successful implementation
Success Tip #1 – Choose wisely
Selecting the right employees to become mentors to new caregivers is crucial. Besides the obvious need to understand the job of a caregiver, successful mentors have to be willing to take on additional responsibilities.
We all know experienced employees who love their job but would not feel comfortable as a coach. Also, avoid those who lack the finesse to guide others or gossip about the shortcomings of newcomers.
Successful mentors have good communication skills with their peers and management. Mentors act as an early warning system if a new hire isn’t working out. They need to feel comfortable reaching out to management to raise concerns and maybe suggest solutions.
Also, consider their track record of performance. How reliable are they? Can they keep confidential information? Those are critical attributes when one is in charge of coaching co-workers.
Success Tip #2 – Explain what’s in it for them.
Being a mentor is an additional responsibility. Whether your mentors are office staff or experienced caregivers, mentoring will be another hat for them to wear. Consider how you will compensate for extra duty. Will it be with increased hourly wages or bonuses paid out for the successful on-boarding of new caregivers?
Emphasize how coaching is part of their personal development. As coaches, employees learn new skills and demonstrate their ability to take on more responsibilities. By developing mentors, homecare agencies are grooming supervisory and leadership skills essential to successful businesses.
Don’t neglect to recognize your mentors through articles in the newsletter, at meetings and during agency-wide functions. Another excellent way to identify and recognize the mentors is by providing them with a special badge or pin to display on their uniform.
Success Tip #3 – Train your mentors
Sending mentors out in the field with a few words and a pat on the back is a recipe for disaster. In addition to their willingness to become mentors, those key employees have to be equipped with a new toolkit to be successful. Offer them some basic training.
In the training, set expectations of what the role is. Provide skills training on coaching and communication.
Caleb Roseme CEO of Assured Quality Homecare, attended the training we did for his staff. He wasn’t shy about the fact he learned quite bit himself. “One of my “Ahah” moments was when Anne-Lise explained why a new hire has to call their mentor every week and not the other way around. It really brought it home for me.”
Mentoring can be the magic wand of retention when it’s done consistently and with finesse. Select the right type and equip your mentors for success.
Learn more about caregiver mentoring and see if it’s right for your agency, contact me.
