The Solution To Your Staffing Woes May Just Be Steps Away
Many organizations are so busy looking for ways to attract new staff that they’ve overlooked an important way to address staffing shortages – making the best, most efficient use of their current team.
David Slack, Principal at ARI (Aging Research Institute)
There are ways to make your buildings and your staff more efficient. Take your culinary endeavors. Since dining options and quality are one of the top priorities for prospective residents and their families, this is a great starting place. “We need to look at what we can do differently so that food preparation and service doesn’t require as much staff,” suggests David Slack, a Principal at ARI (Aging Research Institute). For instance, he says, “Grab and go spaces can still provide quality food but can be managed with fewer employees.”
Some other dining hacks include:
Open dining venues for shorter hours. Instead of being open all day, consider having some venues operating between 6 and 8, 10 and 12, and/or 2 and 6. Perhaps open the pub only on weekends.
Consider breaking down the larger dining room into smaller spaces and rethink the flow in and out of the dining room. The fewer steps it takes to go from the kitchen to the dining room, the greater the staff efficiency. “That’s not necessarily a new idea, but it’s not on everyone’s radar. It’s important to have a design that reduces costs down the line, including when it comes to staffing. Anything we can do to save one staff position is huge,” says David.
Beyond dining, there are other opportunities to streamline staffing, such as:
Some communities are using volunteers to oversee or manage activities programs.
Instead of making housekeeping part of standard monthly services, make it an add-on. Many residents are able-bodied and prefer to do their own cleaning/tidying. By making it an add-on service, the community will be able to maintain a smaller housekeeping staff.
Of course, you can’t ignore the elephant in the room – wages. As David says, “People want more money. One creative twist is to pay by the day. People want their money quickly.” However, he also stressed, “Wages are going up faster than you can imagine. Some fast food and retail companies are paying higher wages, and hourly staff members know they can get more money if they leave.” Sign-on bonuses and travel worker positions are popular; however, these options may not be feasible for communities and organizations with tight budgets.
Culture can help keep some workers, David suggests. “Many workers will stay if they like the culture, if they feel respected, valued, and engaged as part of the team or if they have benefits such as flexible schedules.” Love of residents keeps many people, such as nurses and nursing assistants, on the job. As David says, “These people love working with their residents and take great pride in the care they provide.” These individuals that are committed to their work don’t want to leave for a better salary in another industry, but they still may be lured away by the competition. Consider offering benefits that may be attractive to them.
These include:
Seamless WIFI, streaming, charging stations, etc.
Technology, such as electronic time clocks and user-friendly communication and documentation tools that improves efficiency.
Comfortable workspaces with amenities such as coffee makers, ergonomic seating, and a noise/chaos-free environment.
Low voltage technology to promote safety and prevent the spread of disease.
Parking lots that are convenient to the building and well-lit, with limited exposure to the elements.
“The more efficient the building, the less staff it will take to keep it running. And if you have a more efficient building, it will enable staff to spend more time with residents.”
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