How To Reduce Turnover of In-Home Care Caregivers In Dallas TX – Fort Worth TX Area

If you are searching in the Dallas TX – Fort Worth TX area for in-home care, or home health care, then having a low caregiver turnover rate will be an important goal.  This article is aimed toward those families trying to hire caregivers directly through popular sites such as CareLinx, Caring.com and Senior Advisor.

Reducing caregiver turnover for in-home care will naturally start with hiring a reliable person from the start.  Reliability can be determined from a thorough background check with a special focus on the quality of work history.  A caregiver that has demonstrated through extensive consistent experience that this a calling in life for them will typically have a lower expected turnover.  Verify this experience with special attention to any gaps in employment, because really good in-home care caregivers wanting to work have little difficulty finding this work in the Dallas TX – Fort Worth TX area.

If there are gaps in your prospective caregivers work history, or periods of time when they worked in another line of work, then the shorter in frequency and duration of these periods, and the more distant they are in the past the better for reducing risk of caregiver turnover.  Give the most weight in this consideration to the caregivers most recent work history.

Work history may tell you a lot about how dedicated the caregiver has been to other clients, but what about to your personal situation.  My 35 years as a provider of in-home care and home health care has shown that no matter how good a caregiver is, they are not the right fit for every family.  Spend whatever time you need with a prospective caregiver to get a comfortable level of assurance that that caregiver is the right fit for you.  Those things you may be uncomfortable with during your interview with a prospective caregiver, will likely magnify themselves during your working relationship and contribute to turnover.

As you get to know your prospective caregiver during interviewing, look to see if they have a good work – life balance.  Good caregivers love to give of themselves to others, but face challenges in setting healthy limits for themselves.  Meaning, if they are not taking good care of themselves, they will not be able to take good care of others for much longer – resulting in reliability and turnover issues.

Once your caregiver starts working, then in addition to the standard intrinsic and extrinsic motivators to ensure worker satisfaction, you will want to keep healthy limits and balance at top of mind as unique to a caregiver situation such as this.  To understand this, let’s look at several continuums that will determine the risk of caregiver turnover for your.

Place your caregiver on a continuum from not very comfortable speaking up on job related matters and very comfortable speaking up on job related matters.  The less comfortable the caregiver is speaking up on job related matters the more likely he/she will quit out of frustration.

Place your caregiver on a continuum of caregiver does not share or involve you in their personal matters and caregiver shares and involves you in a lot of their personal matters.  A very common problem develops here.  You have a caregiver you really like and after awhile feel a sense of obligation to help him/her out with their shared personal problems.  This often gets unhealthy very quickly in that you can soon find yourself doing what is best for the caregiver and not what is best for yourself/loved one.

These next two continuums may be a lot hard for some.  Place yourself on a continuum between always self reflecting on undesirable caregiver outcomes as to what changes you can personally make, to never self reflecting on undesirable caregiver outcomes as to what changes you can personally make .  As a provider of in-home care I get at least one call every week where a family wants to switch over to our services and they share something like this.  I hear how their current caregivers are no good and then they go on about the 8+ caregivers before that that were no good, but there is no self reflection.  My opinion is that a little self reflection in these cases will go a long way in reducing their caregiver turnover.

On the last continuum, place yourself between open and responsive/timely communication with the caregiver and no open and responsive/timely communication with the caregiver.  If you are not communicating effectively with your caregiver there is a high likelihood of turnover.

No matter how well you do on all the things just mentioned, it is not a matter of if, but when your caregiver will not be able to make it to work.  For this concern, it is good to consider working with a very reliable and established 24/7 home care agency and home health care agency such as Care MountainCare Mountain has a great pool of caregivers as ready back up for any scheduled client shift (so you won’t be without a caregiver).  They also have extensive expertise in doing all the background and other due diligence work mentioned here, so you can spend your time and energy on more important matters.

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