Sponsored by WORKFORCE DEVELOPMENT
Five Workforce Predictions
For Senior Living In 2022 By Mark Woodka, CEO, OnShift
I
f the past two years have taught us any- thing, it’s that you just never really know what’s coming next.
But as the calendar turns to a new year, so comes with it hope, optimism, and a renewed drive to combat the greatest chal- lenges facing the industry. While the pandemic continues to be a
part of our daily lives, I see 2022 as a year ripe with opportunities for providers to redefine what it means to be a part of the senior care workforce. Here are five of the biggest trends we’ll see this year.
1. Occupancy will grow. Throughout the pandemic, occupancy across senior care settings dropped signifi- cantly. However, we’ve begun to see occu- pancy levels start to increase. This, paired with a rapidly aging population, will bring a rebound in occupancy for senior living communities, as well as for those providing specialty care and services. With demands for care anticipated to
grow, providers must be prepared with the right workforce and the right technologies to support them.
2. Flexibility will be essential. As gig economy services such as Uber, Instacart and DoorDash have continued to grow in popularity, so has the desire to move away from the traditional structure of 8-hour shifts. To remain competitive, it’s time for providers to embrace the gig economy’s foundation of schedule flexibility. Not only is it attractive to both potential
and current employees but it will allow you to tap into the non-traditional workforce, such as retirees and students at both the high school and college levels.
3. Employee experience will be elevated. This year providers will prioritize employee retention by introducing new mentorship and leadership training programs to show- case the career potential offered within their organization. In addition, providers will focus on minimizing employee burn- out, which is recognized as the most critical challenge facing caregivers and hourly em- ployees today. Employee Assistance Programs (EAPs)
that focus on both mental and physical well-being will come to the forefront to bet- ter support the day-to-day lives of employ- ees. Rewards and recognition programs will be a major part of redefining the employee experience, as nearly 50 percent of provid- ers cite this as a key perk to offer employees in 2022. Of course, employee wages will continue
to be evaluated. But it’s not just about the amount frontline workers are paid, but how they are paid. Flexible pay schedules such as instant pay can help ease financial stress for employees. Access to wages between paychecks is a
needed option for many senior care em- ployees, as demonstrated by the over $140 million in early wages accessed by senior care employees using OnShift in 2021.
4. DEI initiatives will expand. As our Workforce 360 survey shows, 50 per- cent of providers are placing a high level of priority on diversity, equity, and inclusion (DEI) at their organization. Senior living providers will continue to listen and have open dialogue on improving diversity. The result will be the introduction of new programs to ensure organizational leaders
28 SENIOR LIVING EXECUTIVE JANUARY/FEBRUARY 2022
more closely mirror the diversity that ex- ists among their frontline staff in 2022 and beyond.
5. Tech investments will center around employees. A large number of senior living providers are still operating and managing employees with antiquated software and manual pro- cesses that simply were not built for today’s modern workforce. In 2022, we’ll see organizations rapidly
deploy new technology that’s adaptable, us- er-friendly, and most of all, employee-cen- tric. Providers will prioritize the implemen- tation of mobile scheduling and time and attendance software that provide employees the ability to improve their work-life balance while eliminating the frustration caused by current outdated systems. For more senior living workforce insights,
download OnShift’s latest Workforce 360 report at
onshift.com/workforce360.
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