Last updated on June 15th, 2023
Finding good staff is tough right now for any business, especially in healthcare. Between the “great resignation” in 2021-2022 – where over 4 million people a month quit their jobs – and a general shift in employee demands, organizations are strapped for staff.
A 2022 survey by Foodservice Director found that 20% of healthcare operators reported having to reduce the number of services they offer. 56% expressed concern that staffing shortages will be their primary obstacle in 2023.
Looking specifically at the long-term care industry, the American Health Care Association and National Center for Assisted Living found that over 95% of nursing homes and assisted living communities report a staffing shortage.
Given that the mass exodus of staff is expected to plateau in the coming months, a more stable job economy for employers and employees could be on the horizon. It also means healthcare organizations like senior living communities should prepare to open their doors to job-seekers like food service worker candidates.
Once you get employees in the door, retaining them is the next step. How can your leadership help create an environment that makes food service employees long-term team members?
Improve Hiring Practices
Before interviewing candidates for a food service position, have a solid idea of what you’re looking for. Write up a job description with clearly defined experience and requirements. Think about it: are you hiring part-time or full-time? How many hours a week are required? What tasks will they be expected to complete during a shift?
Also, don’t be afraid to ask more specific questions about what they are looking for and their experience, such as their commitment level and details about previous employment. Make a list of qualities you would like candidates to have and ask how they’ve incorporated them into previous jobs. For example, if your community has frequent social events requiring food service employee involvement, a person who is outgoing and friendly may be a good candidate.
If you are interviewing intentionally, you can cut out candidates that don’t meet your requirements — saving you the time commitment and energy investment in someone who may leave.
Create a Positive Company Culture
Having good employee management is a part of creating a positive company culture, which is significant in keeping employees around long-term. When employees feel respected and heard by leadership, they will feel more connected to your organization. The more connected they feel, the more likely they will commit long-term.
Some ways to better employee-management relations are:
- Recognize their accomplishments and contributions. People feel valued when their contributions are acknowledged. When an employee goes above and beyond, let them know! For example, you could post the employee of the month on your social media.
- Have regular check-ins with staff. Keeping up with your employees’ progress and satisfaction is important. Instead of only doing performance reviews annually, have a 15-minute check-in with staff every month. You can also encourage an open-door policy, so staff feel comfortable coming to management with any problems in the workplace.
- Make work enjoyable. As a manager, you play a crucial role in making the work environment tolerable and enjoyable by helping staff become passionate about their job. You can do this by offering after-work staff events, team-building activities, and more.
Creating a positive work environment is so important that the government recognizes it. The Care for Our Seniors Act aims to mitigate problems in long-term care that cause staffing shortages. By naming several reform strategies, this legislation is set to improve conditions for staff and residents in senior living communities.
- Improvements to the quality of clinical care and support for workers
- Focusing on patient-centered (or “resident-driven”) care
- Modernizing the structure of the workplace, specifically safety
Following these practices in your community can foster a sense of positivity among food service employees, making them more satisfied in their role.
Offer Room for Professional Growth
If a food service employee is going to stay somewhere long-term, they want to know they won’t be stuck in the same role forever. Offering room for professional growth gives employees an incentive to work hard to achieve their long-term goals in your community. Here are a few questions to consider about your growth opportunities:
- Can employees “move up” in your organization?
- What type of benefits do you offer? Do employees get vacation time, paid sick time, health insurance, etc.?
- Are promotions available?
- Is constructive feedback available?
- Are there incentives for continuing education?
Branch Out from Your Community
If you’re having a hard time finding employees, or your current food service employees aren’t able to handle all the necessary tasks in the community kitchen, consider outsourcing all or part of your food management. Not only does this help to combat staffing shortages, but it also lessens the burden of responsibility for directors and other leadership staff involved in food management.
At Culinary Services Group, we understand the importance of retaining employees. With our food management, detailed meal plans, and nutrition experts, staff in your community can work in an organized, cohesive environment — making retention much easier! Contact us today to learn how we can improve your food service management, one plate at a time.
If you’re interested in career opportunities with us, check out our employment information here.
