5 Hacks to Streamlining Caregiver Training
Hiring a team of caregivers is important to running a successful home care agency. However, the real work begins after the initial hiring paperwork is signed. Training your caregiver team right from the start of their tenure with your agency is crucial to assure everyone on your team is on the same page.
Proper orientation and ongoing training can assure your caregivers are not only caring and serving for clients safely, but that they are also invested in your agency’s mission, values, and culture. It can be overwhelming to develop a full training program, including ongoing in-services for the entire year, but we’ve got you covered with a few tips that can make your planning and execution a bit more manageable.
1.) Start with the Basics
When you are developing your new hire orientation program, don’t reinvent the wheel. Instead, start with your agency’s policy and procedure manual as the foundation of your orientation curriculum. You don’t have to review every policy and procedure verbatim with your new hires (it’s boring), but you can pull the most important ones and build a curriculum around it.
2.) Empower Mentors
One of the most overlooked resources in home care agencies is the experienced caregiver. You know the ones – these gems are the ones you never have to worry about when you send them into a client’s home. They know the rules and they follow the rules. They’re never afraid to go above and beyond. Honor these outstanding caregivers and help them to pass along their experience by making them Mentors to new caregivers. Setting up a Mentor program will not only help with your training, but it will also help with your retention.
3.) Start Out Slow
When you are working short-staffed, it can be tempting to hire quickly and send new caregivers out to client homes even quicker. However, working at this speed is never beneficial to the client or to the caregiver, and can cause long-term problems for your agency. Instead, make it a priority to slow start your caregivers. No one gets to a client’s home alone unless they have attended an organized orientation program and worked under an experienced caregiver for at least three shifts.
4.) Evaluate Orientation Yourself
At least once per year, schedule it into your calendar to attend a full orientation. As the agency owner, you need to be confident that what is being taught is relevant and realistic. Attending orientation as a participant is an excellent way to evaluate the content and process. Plus, you’ll have the pleasure of connecting with new hires in a new way during your time together.
5.) Automate Training
Training and orientation should be a part of your agency’s regular operating schedule. The easiest way to make this happen, and to assure you aren’t rushing through training, is to automate the experience in your agency calendar. Choose a particular day of the month to host orientation class and another day to host monthly ongoing training for your team. Get it on your calendar for the year, along with which office staff person is responsible for hosting the event, ordering food, and booking speakers.
If you’re ready to enhance your training program, but aren’t quite sure where to start in the recruitment process, download our free guide, the Caregiver Recruitment Engine. You’ll learn how recruitment and training often go hand-in-hand.
Hi, my name is Wendell Scott and I help Home Care Agencies who are experiencing high caregiver turnover rates, have trouble coordinating client care and feel frustrated with their team to easily increase efficiency and scale their Home Care business.
I’d like to share with you my Caregiver Recruitment Engine™ framework. In it, are the tools to help you develop a system to easily attract & hire caregivers (aka a repeatable system for recruiting quality staff), so you can organize your process, reliably recruit new caregivers and efficiently scale your home care team.