The Status Quo of Employee Retention in Canada Senior Care Industry

The senior population requiring continued care support in Canada is highly increasing. By the year 2026, more than 2.4 million senior Canadians of 65 years and above will require care support offered by the senior care organizations.

This is up by 71% from the year 2011. By the year 2046; the number will be approaching 3.3 million. The spending on the senior citizens is highly increasing from an approximated $29.3 billion in the year 2011 to approximately $184.2 billion by 2016. This spending is outrageously exceeding the revenue growth. On the other hand, the labour demand at this point will far much be above the labour force growth.

The positions of trained caregivers go unfilled on every financial year leaving the quality of services provided in question. These positions are significantly increasing over time due to the high turnover witnessed in the industry. The high turnover in these industries is influenced by:

Internal dysfunction

All workplaces are bound to disagreement, but if these disagreements get out of hand, the employees consider quitting. The management of these industries should put into considerations their employees daily triumph and challenges for them to establish a good working relationship.

Individual needs are not met

Every employee is entitled to growth despite their current skill set and designation. Most of the employees feel satisfied when they are continuously offered training and promotions in any workplace and this, in turn, leads to better services.

High workload

The highly increasing senior members in the country with no increase of labour force increases the workload of the currently serving individuals. This, in turn, leads to high turnover rates in this industry.

To reduce the turnover rate, the Canadian government in conjunction with the senior healthcare management should focus on the following:

1. Since tailoring organisations policies to meet individual employees desires is impracticable, the senior care organisations should collect and analyse data from departing employees to get the reasons for their resignation. With the reasons at hand, the organisation can modify their policies to enhance employee retention.
2. There should be free training for new members with motivating payments. More employment of personnel will lead to lesser workload.
3. The management should focus on getting the employees feedback on a regular basis to ease internal dysfunction.

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