Yes, They May Leave –
The concern that they may leave after receiving training is a common one, and not unfounded, among executive directors in long-term care residences, but it’s important to consider the bigger picture.
Here are several compelling arguments to counter this concern:
Retention Through Investment
Investing in employee training can increase staff loyalty. When employees feel that their employer is committed to their professional development, they are more likely to feel valued and appreciated, leading to higher job satisfaction and a stronger commitment to the organization. According to the Society for Human Resource Management (SHRM), employees who feel their development is supported by their employer are more engaged and less likely to leave.
As Richard Branson famously said, “Train people well enough so they can leave, treat them well enough so they don’t want to.”
This highlights the idea that proper training combined with a supportive work environment can significantly reduce turnover.
And, Henry Ford said…
“The only thing worse than training your employees and having them leave is not training them and having them stay.”
This quote emphasizes the importance of investing in employee development, even if it increases the risk that they might leave for better opportunities.
The idea is that not training them poses a greater risk to the organization, as untrained employees can have a detrimental impact if they stay.
Improved Job Performance and Satisfaction
One of the main causes of turnover in long-term care is burnout due to high stress. Training can equip staff with better skills to manage their workload, handle challenging situations, and provide high-quality care. This leads to greater job satisfaction and reduces the likelihood of burnout. Training in specific methods, such as the Adapted Montessori Method, can provide staff with new tools and approaches that make their jobs more manageable and rewarding.
Well-trained staff are more confident in their roles, which can reduce stress and increase job satisfaction. This confidence can translate into a more positive work environment and better care for residents, which further reinforces job satisfaction.
Creating a Positive Work Culture
When an organization is committed to ongoing training and development, it fosters a culture of continuous improvement. This culture can attract and retain staff who are eager to grow in their careers. Employees are more likely to stay in a work environment that encourages their development and offers opportunities for advancement.
Group training sessions help build a sense of camaraderie and teamwork among staff. When employees train together, they are more likely to support each other on the job, which can enhance job satisfaction and reduce feelings of isolation or stress.
Cost of Turnover vs. Training
The costs associated with high turnover—including recruiting, hiring, and training new staff—can be significantly higher than the cost of providing training to current employees.
Training can lead to long-term cost savings by reducing turnover and improving the quality of care, which can lead to better resident outcomes and potentially higher satisfaction ratings from families, which in turn can enhance the residence’s reputation and occupancy rates.
Mitigating the Risk of Attrition
Some organizations implement training agreements where employees agree to stay with the company for a certain period after completing training. This can help mitigate the risk of staff leaving immediately after receiving expensive training.
Offering clear career advancement opportunities linked to training can also encourage employees to stay. If staff see a pathway to growth and promotion within the organization, they are more likely to stay. They see that as an investment in their future in the company.
So, the fear of losing staff after investing in their training is certainly understandable. But the benefits of providing high-quality training far outweigh the risks.
By focusing on the broader benefits—such as increased loyalty, reduced turnover, improved job satisfaction, and a stronger, more competent workforce—executive directors can create a work environment where staff are not only well-trained but also motivated to stay and grow with the organization.
In the long run, investing in staff development is an investment in the stability and success of the entire residence.
Training in the Montessori Method Adapted for the Cognitively Impaired
