Increasing demand, continuing workforce shortages and rising healthcare worker burnout should be addressed with flexible scheduling, enhanced communication and technology implementation, according to a new report.

Technology company ShiftKey and its OnShift brand have published the annual Senior Care Survey Report; Workforce 360, which shares an analysis of responses from more than 4,700 senior living and care leaders, employees and independent professionals. The survey sought insights into industry sentiment, operational challenges, workforce dynamics and the overall outlook on the future of long-term care.

Workforce shortages continue to plague the industry, with 78% of surveyed leaders naming it a top challenge. But some challenges appear to be lessening.

According to the poll results, 62% of leaders reported having difficulty finding and hiring qualified full-time employees, a reduction from the 77% of respondents who cited hiring difficulties in the 2021 survey. And challenges in retaining staff members were cited by 44% of leaders in the latest survey, down from 53% citing retention issues in the 2021 survey.

The leaders polled by far said that certified nursing assistants (70%) are the most difficult employees to retain, followed by licensed professional nurses / licensed vocational nurses (40%) and registered nurses (37%). 

Compensation and wage pressures were cited by more than half of the respondents as “significant hurdles” to finding employees.

The majority of employee respondents (59%) said that they plan to stay in the long-term care industry, but 41% said they are looking to leave. Most employees (89%) said that they remain in the industry because they have a passion for helping others, as do 96% of independent professionals.

Employee engagement and retention were cited as a priority by 74% of leaders taking the survey. 

Flexible scheduling is a pivotal strategy among employers to retain employees, with 41% of leaders saying that they often allow employees to work flexible shifts. In addition, 40% said that investing in technology to support flexible shifts would improve occupancy growth, whereas 41% said that offering flexible scheduling options would help retain employees. 

Recognizing employees for their contributions was identified by 54% of employers as key to employee retention, whereas 48% said the same about enhanced management-employee communications.

The survey found “significant” discrepancies between perks being offered and what employees want. For instance, 39% of polled employees said they are looking for mental health support, but only 28% of leaders said that their organizations provide those services. 

Technology was seen as necessary by both employers and employees. 

Accommodating flexible shifts (40%) and insights into schedule optimization (39%) were seen as keys to operational growth and what long-term care leaders are focusing on with their technology investments. According to the data, 68% of leaders said they are looking for employee communication features in their technology, 54% want functionality to accommodate flexible shifts and 44% want tools providing visibility into employee and independent professionals’ schedules.

The report recommended prioritizing employee engagement and retention through improved work-life balance and enhanced communication strategies. 

“By adopting a flexible, technology-driven approach, senior care leaders can navigate the challenges ahead, ensuring a resilient and responsive workforce that delivers the quality care and service residents deserve,” the report concluded.

The importance of independent professionals — called a “strategic asset” by respondents — was highlighted by 77% of polled leaders, who said that the ability to quickly fill shifts with an on-demand network of such workers was very or extremely valuable. In addition, 74% of leaders said that such workers would help their organizations increase occupancy.

Of those who have used independent professionals in their communities, 64% said that the use of these workers reduced unfilled shifts, 41% said they reduced employee burnout, 29% said they supported occupancy growth and 24% said they reduced employee turnover. 

The report recommended that long-term care operators embrace technology for flexible scheduling, schedule optimization and enhanced communications with employees. In addition, platforms that facilitate the efficient use of independent professionals can positively affect operational success and occupancy growth, the authors said.