Cheryl Peltekis, RN “The Solutionist”

The post-acute care world has been struggling with a lack of caregivers for years. This problem is only getting worse, as the population ages and more people require care.

Nurses and therapists are in high demand, but there are not enough qualified applicants to fill all the open positions.


This leads to communication problems and recruiting and retention issues. There are new ideas out there to try and streamline the process, but they will not be successful without enough staff.

We need to find a way to attract more people to this field so that we can improve the quality of care for everyone involved.

Building a company that everyone wants to work for starts with creating a culture of fun, wow, and satisfaction. This can be accomplished through things like offering advancement opportunities, mentorship, engaging orientation programs, and more.

Making sure employees are satisfied with their job is also key, as it will lead to increased retention rates and less turnover. Make sure you include an employee survey quarterly to make sure your team has what they need to get the job done.

Recruiting can be a long and arduous process, but it doesn’t have to be. By streamlining the process and using compelling ads, you can speed things up and make sure you’re hiring the best possible candidates. Be sure to script your interview questions and use quick reference checks and criminal background checks to make the process as smooth as possible.


Employee retention is critical for a successful home care business.


A recent study by the National Institute of Health found that individuals who received home health services recovered faster and were less likely to require re-hospitalization than those who received care in a nursing home or other institutional setting. The same study also found that caregivers are a key factor in providing quality home health services.

Given the importance of retaining good caregivers, businesses should consider offering retention bonuses, assigning buddies, conducting daily check-ins, and providing engaging orientations. Employee surveys can also be used to help identify factors that contribute to employee satisfaction and retention. Outcome-based evaluations can help identify whether programs and policies are having the desired effect on employee engagement and retention.


In conclusion…


If you want to create a culture that makes your company the place everyone wants to work, you must start by setting the example yourself. Be passionate about your work and be dedicated to creating a positive work environment.

Encourage your employees to be creative and take risks and reward them for their hard work. Most importantly, make sure that everyone in the company feels like they belong and that their voice is heard. I love the book, Fish! A Proven Way to Boost Morale and Improve Results by Stephen C. Lundin and others.


You can also buy our recruiting and retention training at


Keep Helping, Keep Serving,

Cheryl Pelekis, RN “The Solutionist”