Upcoming Webinars

The average senior living provider is spending an average of $210,000 a year in turnover costs—all for hires who last 12 weeks max. That’s a lot of time and money you’re putting towards temporary staff. It’s safe to say that traditional hiring methods in senior care are no longer working and haven’t been for a long time.  

Creating a powerful brand is the cornerstone of building a successful post-acute care business. But how do you build a brand that stands out and resonates with your customers and employees?  

Recruitment doesn’t work without insights, and the more your home-based care agency can dive into data, the more likely you are to succeed.   But what data should you be using?  Join us to learn about the 14 key metrics you should be tracking.

When it comes to end-of-life care, providing comfort isn't a one size fits all approach. Home care, home health, senior living, and hospice all offer varying levels and forms of comfort to patients, residents, clients, and family members during the dying process. 

Want to hear something scary? Less than half your staff feel completely prepared to perform their job in the field.  And here’s an equally frightening fact. Your customers are feeling the effects. Both customers and employees rated training received as one of their lowest satisfaction scores in the latest Activated Insights Benchmarking Report. 

Technology is evolving in both the home care and facility settings.  But, how is that technology shifting care? What opportunities does it present you right now? And can it be an effective stone in your sling to fend off approaching giants? 

Last year we hosted a webinar on how to become a “Great Place to Work” and the dramatic results it can have on your recruitment and retention efforts. The response was nothing short of jaw dropping! It was one of our most attended webinars of the year and one of the most requested for an encore performance. 

Contrary to popular belief, dealing with the dying process isn’t exclusive to hospice organizations. Professionals across the healthcare continuum encounter death and must be prepared to serve the end-of-life needs for the aging population—both now and in the years to come.

Despite the attention it’s been given over the past few years, the staffing crisis in home-based care and senior living remains a major problem. The post-acute care industry ranks in the top five for highest turnover rate, costing providers an average of $310,880 a year on employees who stick around for 12 weeks max. Fortunately, you have an ace up your sleeve to improve employee recruitment and retention.

What people say about your home-based care organization affects profitability, credibility, ability to recruit, and ultimate success. But, it’s not just what they say, it’s how they say it. Some whisper while others shout—and both have far-reaching implications.

What people say about your senior living organization affects profitability, credibility, ability to recruit, and ultimate success. But, it’s not just what they say, it’s how they say it. Some whisper while others shout—and both have far-reaching implications.

Lasting relationships are built around making your partner feel recognized and appreciated. The relationship between post-acute care providers and their employees is no different. Unfortunately, that relationship is at an all-time low and turnover is spiking as a result. In fact, “lack of recognition” was the number one employee complaint in the last Activated Insights Benchmarking Report.