| Take a look at the curve below. Most communities don’t track retention this way, but they feel it every quarter: New hires arrive → optimism spikes → by month 3 many disappear → the rest stay for years. |
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| That dip—the Valley of Turnover—is where the same 30 % of your workforce churns over and over, driving annual turnover rates that look twice as bad as they really are. Why the Valley Appears The “valley” emerges because new hires spend their first 90 days wrestling with three compounding issues: 1. on‑the‑fly orientation that breeds early mistakes and expensive callbacks; 2. chronic communication gaps that fuel the “no one told me” kind of burnout; 3. and a nagging sense of invisibility that drags down engagement and accelerates their exit. Three Operator Moves to Flatten the DipFront‑load clarity—not forms. 1. Deliver a daily shift‑handoff sheet on Day 1 so new staff see what “good” documentation looks like before they touch a resident record. 2. Buddy up for the tough shift. Pair each rookie with a go‑to peer during the notorious second or third weekend shift—when most resignations are drafted. 3. Run a 7‑, 30‑, and 60‑day “stay interview.” Simple prompt: “What’s getting in the way of great care?” Log answers, fix one quick‑win item publicly, and watch trust (and retention) climb. Stop turnover where it starts—at the end of every shift. Download your complimentary Shift handover template to standardize handoffs, reduce errors, and give every caregiver a clear, consistent path to success: Get the Shift Handoff Template → Use this template to front‑load clarity, support new hires, and keep alignment tight—right from Day 1. |
Warm regards,
Kamal Bhartiya
Founder & Publisher
Fitmedik.com |
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