SalesMail Blog

In industries where consistent, quality care is essential, high turnover means constantly retraining new staff, often resulting in a lower standard of care or service in the short term.

Conner Dempsey, an editor who frequently works with clients in the senior living space, has seen firsthand how often new employees cycle through these communities. Based on his insights, we've outlined some effective retention strategies in this high-turnover industry.

The Power of Showing You Care

In any industry, the foundation of retaining employees lies in fostering a supportive work environment. Employees who feel cared for by their employer are more likely to stay and contribute to a better work environment and community success.

On the flip side, when employees feel neglected, their motivation to improve the community dramatically decreases. This lack of care leaves the employee disheartened and weakens the vital sense of community in your senior living residence. 

The Core of Retention: More Than Just Pay

Creating a supportive work environment goes far beyond offering a competitive paycheck. While financial compensation is important, it’s not always feasible to offer top-tier salaries. There are, however, many impactful alternatives to consider:

• Work-Life Balance: Employees—especially managers in senior living—often work long hours or weekends. Respecting their time and supporting them in finding balance is key to long-term retention.
• Recognizing Individual Needs: Some employees thrive when their hard work is acknowledged publicly, while others may want their career goals supported or flexibility to manage personal responsibilities. It’s important to recognize the diversity of what motivates employees to stay.
• Small initiatives can have a big impact: Hosting events like a "Caregiver Appreciation Week" with fun activities and giveaways creates a sense of community and shows employees that their efforts are appreciated. These types of efforts can make a significant difference in how employees feel about their workplace.

When the hiring office becomes a revolving door, the entire community suffers. -Conner Dempsey

Nurturing Careers to Climb the Career Ladder

Senior living centers with low turnover invest in education and career advancement. Caregivers, for instance, are more likely to stay with an organization that contributes to their ongoing education, whether it's paying for nursing school or helping with certification costs.

Take this for example: "If I’m getting 75% of my nursing school paid for, I’m willing to put up with some challenges because I know the opportunity for growth is real." It’s clear that investing in education & an employee's future will build loyalty, even despite challenging work environments. 

• Career Growth Potential

It’s important to highlight employees who have advanced their careers in the community. For example, showcasing a server who worked their way up to becoming a caregiver, and eventually earning a nursing degree, provides tangible proof that there are opportunities for advancement. When employees see these clear paths to growth, they’re more likely to stay and pursue long-term careers.

A Heartfelt Workplace 

• Empathy Inside and Out

The senior living and multifamily spaces are fundamentally empathy-driven industries. This is clear in their mission to provide care and a welcoming environment for residents and clients. But this empathy should not stop at the customers; it must extend inward to the employees as well. A company's outward-facing values need to be reflected internally, or they risk seeming disingenuous.

• Walking the Talk with Heart

If a senior living community or multifamily organization is selling the feeling of “home” and “care,” but fails to foster that same feeling within its own staff, it sends the wrong message. Caring for employees isn't just about treating them with kindness; it’s about creating systems and practices that reflect the core values of the organization. If employees don't feel cared for, it’s difficult for them to authentically provide care to residents or customers.

Care... It's in the Name -Conner Dempsey

In the end, retaining employees in senior living and multifamily spaces goes so much deeper than offering a paycheck. The real drivers of retention are the intangibles: creating a work environment where employees feel supported, appreciated, and given the opportunity to grow. In industries that are built on care, that same care should be reflected not just in the customer experience but in the employee experience as well.