WORKFORCE DEVELOPMENT
Perks That Work in Senior Living
GIVE EMPLOYEES THE VIP TREATMENT SO THEY STAY LONG-TERM. W
orkforce challenges are greater than ever in senior living. That’s why provid- ers are hungry for inno-
vative ways to attract, hire and retain employees. And, it’s a new generation of work-
ers that have entered the senior living workplace. A recent survey indicated that nearly 70% of new hires in senior care belong to this generation. What providers are quickly learning is that these workers come with a new set of ex- pectations. They are looking for some- thing more “unique” than many of their predecessors.
28 SENIOR LIVING EXECUTIVE / ISSUE 4 2017
PERKS OVER PAY The millennial generation refuses to
settle for the status quo. A competitive salary and benefits are no longer enough to commit to an organization. They crave more tailored, non-traditional benefits in addition to fair pay—including work- life balance, career advancement op- portunities and consistent recognition for their contributions. According to a recent Glassdoor study, 79% of U.S. em- ployees would prefer new or additional perks over a pay raise. “Millennials obviously still want fair
pay, but it’s the extra incentives that you offer that make your organization
stand out,” says Peter Corless, EVP at OnShift. “I’ve found that today’s work- force wants much more now than in the past. They’re looking for career growth opportunities, involvement in process improvements and recognition for their contributions.” These perks and practices are great
tools for providers to attract employees, differentiate from the competition, and ultimately boost employee retention. And while providers may not be able to splurge on company-wide trips to the Bahamas, there are several inexpensive perks that go a long way in attracting and retaining employees.
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