When the pandemic hit last year and communities across the country closed their doors to the outside world, one common practice went by the wayside: multi-site staffing.

In the pre-Covid days, it was common for senior living . .

Among 616 nursing homes and 122 assisted living communities recently surveyed on workforce challenges by the American Health Care Association and National Center for Assisted Living, half responded that they are actively trying to fill vacant positions for certified nursing assistants, licensed practical nurses . . . .

Although senior living workers and providers in Texas agree that pay is a top workforce issue, the two sides are far apart on what tradeoffs, collaborations and compromises can be made to solve turnover challenges, according to the findings of a new report . . . .

As the administrator at the Hamptons for the past three years, she was on the brink of a burnout. Not unlike her senior care peers, she was fighting the constant whack-a-mole problem of high staff turnover, rising overtime and agency expense, the ever looming . . . .

You may be as tired of reading about COVID-19 as we are of writng about it. But consider this; when was the last time you read a COVID study from the frontline caregiver’s point of view? Sure, there are a lot of studies of managers and organizations and what THEY think is going on with their workforce, however we know how assumptions about other groups may not always . . . .

The assisted living industry has a workforce retention problem. This much is clear and largely agreed upon by
most operators. The underlying reasons for the problem, however, have been less clear as our study reveals. Our
workforce retention study included three central premises: Motivation, Alignment, and Push vs. Pull.