Recognize your team.

Never forget that in our current job seeker’s environment, our staff has lots of options. Are you

thanking them for coming in every day? Do you compliment them when you see them handling

a task or resident problem well? When they call out sick, does your mind immediately wander

to how you will fill their shift, or do you take a second to tell them you hope they feel better?

Yes, money and benefits matter but your team also cares deeply about feeling appreciated.

Also, make sure you are recognizing your team by insisting that they take breaks and time off.

Not only will this boost loyalty to your organization, but you will also reduce the incidence of

burnout and compassion fatigue. If you need help with filling in staffing gaps, check out resources

like KARE, Accushield, and Connect RN.

Revisit your hiring non-negotiables.

Narrow it down to three qualities that are essential for a job you are hiring for. This does not include

credentials like a nursing license. Obviously, if you are hiring nurses, they must be licensed and pass a

criminal background check, but what three qualities are essential beyond that? Maybe compassionate,

smart, and reliable? Stop expecting perfect candidates in this job seeker’s environment.

Reimagine what great resident service is.

Allow the resident and family to share what’s most important to them. Frequently we are so focused

on what we think they care about that we overlook what’s most important to them. Consider this example

I recently heard from a senior living executive. One resident’s family was very focused on Mom needing

to drink more water, and the most important aspect of great service to them was that staff cue her to

drink a bottle of water each morning. When hydration for that resident became a priority,

complaints decreased, and satisfaction soared. Consider the individual needs and desires of your

residents and their families rather than what you believe the most attractive aspects of your

community are.