Are Your Employees Orange?

We have spoken earlier about the great research done by Chester Elton and Adrian Gostick in The Carrot Principle, a book about employee engagement and the effects of recognition in the workplace. The authors have done it again, this time in The Orange Revolution, which discusses teamwork. The book encompasses what makes a great team, and how an "orange" team, or one with a high sense of unity in a common goal, achieves breakthrough, positive results.

Teams exist in almost every organization, in every arena. The elder care industry is no exception, especially when you consider geriatric care management, and the team it takes to care for an elder in their home. Elton and Gostick found that once an initial level of basic competence is met, there are 5 key factors every team needs in order to achieve "orange" status and be effective:

• Goal Setting (knowing where the team is going)
• Communication (wise use of your voice and ears)
• Trust (believing in others and being trustworthy)
• Accountability (doing what you say you will do)
• Recognition (appreciating others' strengths and contributions)

A geriatric care manager and an organization that employs caregivers to the elderly has a key responsibility to ensure their employees are humming the same tune when it comes to those five factors. Supervisors who set clear goals, encourage and provide detailed communication, build trust, hold team members accountable, and recognize great work will undoubtedly have an engaged team environment built around the client.

Since October brings us lots of orange in pumpkins, Halloween, and harvest colors, I encourage you to survey your employees and client care teams to see if they are engaged and orange, too.

We Love Carrots!

I recently attended the 62nd Annual SHRM Conference, the largest HR Conference in the world with over 11,000 attendees from 140 countries. As you can imagine, the general and breakout sessions were packed with valuable information on managing, supervising, and engaging employees. However, one session that stood out above the rest was "The Carrot Principle: How the Best Managers Use Recognition to Engage Their People, Retain Talent and Accelerate Results," presented by Chester Elton.

Elton is a dynamic and insightful speaker, who engaged the audience by encouraging participation, using multiple types of visual aides, and even throwing stuffed carrots into the audience. His message, backed by years of research, was simple: recognize your employees for a job well done frequently, specifically, and immediately, and they will feel valued and appreciated. As mentioned before on this blog, valued and appreciated employees stick around. The metaphor of the carrot as it relates to business is "something used to inspire and motivate the employee." In Elton and Adrian Gostick's book, it states:

"When employees know that their strengths and potential will be praised and recognized, they are significantly more likely to produce value."

So how does this relate to employees that care for elders for a living? The demographic that makes up the majority of caregivers, are those that live paycheck to paycheck. Don't those employees just want more money? Nope. At least, that's not what Elton and Gostick reported. One-third of people you give a cash award to will use that money to pay bills, and one in five won't remember in a few months how much they received or where they spent the money. But they will remember receiving a hand-written note from their direct supervisor, or better yet, the President of the company, thanking them specifically and timely for something they did that was above and beyond. If those appreciative notes and phone calls keep coming, employees will keep going above and beyond, because rewarded behavior gets repeated.

I highly recommend Elton and Gostick's book and website. Read them, study them, and implement a recognition program. Your employees will appreciate it, and become motivated to do better and be more committed, which directly translates to your companies mission, goals, and values.

Elder Care: An Employee Benefit

Until recently, day care for children and personal illness have been the major recognized reasons employees need to take excessive time off from work. But what about elder care? Here comes that word again, the sandwich generation, where adults are not only caring for their young children, but their aging parents as well. Being pulled in many different directions affects employees health and well-being, which has a negative impact on productivity, motivation, and health care costs to an organization. Additionally, employees who provide elder care contribute to work interruptions, and unpaid leave. Experts estimate 60% of Americans providing care for someone 50 or older are employed.

Federal law mandates a leave to care for an ill family member, known as the Family Medical Leave Act, and employers are now looking at elder care benefits as a retention tool, in preparation for economic recovery and the accompanying employee turnover expected over the next few years. Many companies have employee assistance programs, which now include more elder care friendly options, such as help with legal and financial issues related to elder care, medical decision support, and even geriatric care management assistance.

Other retention strategies that encompass elder care are those more commonly thought of for child care, but make the transition easily. These strategies include flexible scheduling, paid personal leave days, telecommuting, and job sharing. So, if you find yourself struggling to balance work and elder care, suggest some of these options to your employer, and stress the benefits to the business they will bring. If your employer values retention and high employee morale, these options should be strongly considered.

Caregiver Retention and Turnover: Are You Ready for the Recession Rebound?

The caregiving profession is notorious for turnover. The nature of the business dictates it, and human resource professionals hear every day "I need to work." Although we do our best to keep good employees with as much work as they'd like, it isn't always possible. Due to the recession, however, caregivers have stayed with their employers as active, steady clients have been few and far between for all home care companies. The total employee turnover rate in the U.S. was 16% in 2007, and only 8% in 2009.

The economy is going to recover though. Economists predict a slow, steady recovery, and we have already seen signs of hope. The last piece to regain strength will be employment, but employers need to get ready. Two-thirds of U.S. employees are expected to turnover as the recession deminishes, and that number is even greater for professional caregivers. All those caregivers who have been faithfully sticking by their employers, will start looking elsewhere if they can't get a steady case. Do you want to keep your key employees? What can you be doing to ensure good caregivers don't seek employment at the agency down the street?

We have spoken in this blog before about employee engagement and satisfaction. It's time to start developing a company culture that makes caregivers want to stay, because the economic impact of losing solid, top employee is too great. The most successful retention strategies encompass many factors, including employee engagement, high employer communication, and decentralized management involvement. When employees hear consistent and constant feedback from all levels of the organization, it creates a high sense of belonging and in turn, reduces the desire to seek employment elsewhere. Do your employees know what the company mission and vision is? Are you soliciting ideas from your caregivers on how they can help the growth of the company? We have all heard of exit interviews, but how about STAY interviews?

Employee retention and turnover is a process, not an event. Making sure employees know how essential they are in the success of the business will undoubtedly make them feel valued. Caregivers who are treated as professionals and feel valued and a senses of belonging are the ones that will stay.