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I can’t do this job ONE MORE DAY.


The work I do is NEVER appreciated.


This job is physically and mentally EXHAUSTING.


I’m overwhelmed, frustrated and BURNED OUT.


Preventing Employee Burnout in Senior Care


E


mployee burnout has recent- ly been classifi ed as an occu- pational phenomenon by the World Health Organization.i


And for good reason, as many employ- ees within senior care must shoulder the added burden of the current workforce challenges facing the industry. “Employee burnout is often an over-


looked issue or not immediately recog- nized within senior living communities nationwide,” says Lisa Fordyce, EVP of OnShift and former operations leader in senior living. “Often times, employees are run down and overworked. If this continues, it can cause devastating ef- fects on senior living communities.”


THE FACTS


ABOUT BURNOUT It should be no surprise providers cite turnover as the number one workforce challenge facing their organization.ii However, the impact of employee turnover to organizations is far reach- ing. In fact, providers rank employee burnout, continuity and quality of resi- dent care, inability to fi ll open shifts and added overtime as the top issues stem- ming from turnover. ii “Employee turnover not only leads to


more agency use, but also to your em- ployees picking up overtime shifts, lead- ing to more hours, stress and burned out employees. The cycle of turnover is


30 SENIOR LIVING EXECUTIVE SEPTEMBER/OCTOBER 2019


directly correlated to employee burn- out,” says Fordyce. One study found that 30% of direct-


care nurses were burned out, 31% were dissatisfied with their jobs and 72% reported missing one or more necessary care tasks on their last shift due to a lack of time or resources.iii


In


addition, burned out employees are 63% more likely to take a sick day and 2.6 times more likely to be looking for another job.iv It is important for providers to recognize the signs of employee burnout and put preventative practices in place for their employees.


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