On this day and age, Behavioral Interventionists have an abundance of options to practice ABA therapy. Retaining top talent is not only strategic to your practice, but also reduces the effort to hire, train, and certify staff.
Today we want to share three practices we have seen make a difference when it comes to employee retention
1. Case assignment velocity
People want to hit the ground running. Once a therapist wants to work for you, you have to comply with the mandatory background checks, certifications, shadowing, training, etc. Only then, they are good to start taking cases and actually getting paid for their professional services. How long does it take you to match a therapist with a case?
Maybe if you are a starting your company, this may not seem like an important metric, but as you grow, please consider how to track this number, and continually monitor your velocity. Plus, the sooner services begin, the more chances of success your case has.
2. Meeting required hours
Many clinics employ college students and therapists juggling multiple jobs. One of the most repeated issues we’ve heard is therapists not getting enough hours of work, and leaving the company for the promise of a better workload.
Of course you want to prevent overtime and unfair workloads, but how often do you check the hours you assign your therapists compared to the number of hours your therapists want?
Maybe you do not need to offer the most competitive pay rate on the area, if you can provide a reasonable and sensitive amount of hours for your therapists. Team up with your employees to find the right win-win.
3. Scheduling Flexibility
The third ingredient to keep your employees happy is flexibility. More and more workers are opting to have control over their time instead of a high salary that ties them down.
Allowing your therapists to, responsibly, change their hours, appointments, and find substitutes to help their workloads is utterly valuable. Offering tools and options to your staff empowers them and improves your relationship with them, which in turn leads to higher retention and employee satisfaction.
The quest to retain top talent is an ongoing endeavor, which pays off big time. The cost of getting new employees far surpasses the effort of keeping your employees satisfied.
When was the last time you asked your staff: are you happy here, what is important to you?