90-Day Caregiver Retention Playbook

FIRST DAY ONBOARDING CHECKLIST
================================

BEFORE THEY ARRIVE
------------------
[ ] Confirm start date and time via text AND call
[ ] Send welcome text the night before with address and parking info
[ ] Prepare new hire packet (forms, handbook, ID badge)
[ ] Assign a "buddy" or mentor caregiver
[ ] Notify current staff about new team member
[ ] Set up email/system access if applicable

MORNING (First 2 Hours)
-----------------------
[ ] Greet warmly at the door - make them feel expected
[ ] Tour the office and introduce to ALL staff by name
[ ] Complete paperwork in a comfortable space (offer coffee/water)
[ ] Review schedule and confirm transportation/logistics
[ ] Explain how to reach the office (who to call, when)
[ ] Provide uniform items and agency materials

ORIENTATION ESSENTIALS
----------------------
[ ] Walk through the employee handbook highlights
[ ] Explain pay schedule, time tracking, and overtime policies
[ ] Review call-off procedures and attendance expectations
[ ] Cover HIPAA basics and client confidentiality
[ ] Explain incident reporting and who to contact in emergencies
[ ] Demonstrate any apps or technology they'll use

FIRST CLIENT ASSIGNMENT
-----------------------
[ ] Introduce care plan and client preferences IN DETAIL
[ ] If possible, have them shadow an experienced caregiver first
[ ] Provide written summary of client likes/dislikes/routines
[ ] Introduce to client and family with supervisor present
[ ] Stay for at least 30 minutes of their first shift
[ ] Check in by phone/text after the first 2 hours

END OF DAY
----------
[ ] Call or text to ask how their first day went
[ ] Answer any questions that came up
[ ] Confirm tomorrow's schedule
[ ] Thank them for joining the team

KEY PRINCIPLE: The first day sets the tone. Make them feel valued, prepared, and supported. Caregivers who feel "thrown in" without proper orientation are 50% more likely to quit in the first 30 days.

WEEK 1 INTEGRATION GUIDE
=========================

DAILY CHECK-INS (Days 2-5)
--------------------------
Day 2: Quick text or call after first solo shift
  - "How did it go yesterday? Any questions?"
  - Address any concerns immediately

Day 3: Check on documentation/timekeeping
  - "Are you comfortable with the clock-in process?"
  - Review any submitted notes for completeness

Day 4: Ask about client relationship
  - "How are you and [Client Name] getting along?"
  - Listen for signs of mismatch

Day 5: Schedule formal Week 1 check-in

END OF WEEK 1 CHECK-IN (15-20 minutes)
--------------------------------------
Schedule a dedicated phone call or in-person meeting.

Questions to Ask:
1. What's going well so far?
2. What's been challenging or confusing?
3. Do you have everything you need to do your job?
4. How do you feel about your schedule? Too much? Too little?
5. How is transportation working out?
6. Is there anything about the client assignment you want to discuss?
7. Do you feel supported by the office team?

Red Flags to Watch For:
- Complaining about "being thrown in without training"
- Schedule dissatisfaction (hours, locations, timing)
- Transportation stress
- Client compatibility issues
- Feeling ignored or unsupported

Immediate Action Items:
[ ] Resolve any urgent issues (schedule, pay, client)
[ ] Document feedback for their file
[ ] Confirm they have supervisor's direct contact
[ ] Preview what to expect in Week 2-4
[ ] Express appreciation for their first week

WEEK 1 SUPERVISOR TASKS
-----------------------
[ ] Conduct at least one spot-check or supervisory visit
[ ] Get feedback from client/family about new caregiver
[ ] Review timesheets for accuracy
[ ] Ensure all compliance documents are submitted
[ ] Add to caregiver group chat or communication channels
[ ] Send appreciation text: "Great first week! Looking forward to working with you."

KEY METRICS TO TRACK
--------------------
- Did caregiver complete all scheduled shifts? Y/N
- Any call-offs or tardiness?
- Client satisfaction with new caregiver (1-5 scale)
- Caregiver sentiment (1-5 scale)
- Any documentation or compliance issues?

WEEK 1 GOAL: Make them feel connected, not abandoned. New caregivers who receive daily check-ins in Week 1 are 3x more likely to stay past 90 days.

30/60/90-DAY CHECK-IN TEMPLATES
=================================

-----------------------------------------------------------------------
30-DAY CHECK-IN (Schedule 20-30 minutes)
-----------------------------------------------------------------------

Opening:
"Thanks for meeting with me. You've been with us for a month now, and I want to check in on how things are going and make sure you have what you need to succeed."

Questions:

1. SATISFACTION
   - How do you feel about your experience here so far?
   - On a scale of 1-10, how happy are you with this job?
   - What do you like most about working here?
   - What would make this job better for you?

2. WORKLOAD & SCHEDULE
   - Are you getting enough hours? Too many?
   - How is the commute to your clients?
   - Is the schedule working with your personal life?

3. CLIENT RELATIONSHIPS
   - How are things going with your current clients?
   - Any clients you feel aren't a good fit?
   - Do you feel prepared for each client's needs?

4. SUPPORT
   - Do you feel supported by the office team?
   - Is there training you'd like to receive?
   - Do you know who to call when issues come up?

5. LOOKING AHEAD
   - Do you see yourself staying with us long-term?
   - What would help you grow in this role?
   - Any concerns I should know about?

Action Items:
[ ] Document responses
[ ] Address any issues within 48 hours
[ ] Schedule 60-day check-in
[ ] Note any recognition or reward opportunities


-----------------------------------------------------------------------
60-DAY CHECK-IN (Schedule 20-30 minutes)
-----------------------------------------------------------------------

Opening:
"You're two months in now. At this point, many caregivers either feel settled in or are considering their options. I want to make sure you're in a good place."

Questions:

1. ENGAGEMENT
   - How would you describe your experience now vs. your first month?
   - What's improved? What hasn't?
   - Do you feel like part of the team?

2. SKILL DEVELOPMENT
   - Are there skills you've developed that you're proud of?
   - Are there areas where you want more training?
   - Have you handled any difficult situations? How did it go?

3. RECOGNITION
   - Do you feel your work is appreciated?
   - Have you received positive feedback from clients?
   - Is there anything we should be recognizing more?

4. CONCERNS
   - What's the biggest frustration you have right now?
   - Is there anything that makes you think about leaving?
   - What would make this job a "10" for you?

5. COMPENSATION & BENEFITS
   - Are you satisfied with your pay rate?
   - Are you aware of any advancement opportunities?
   - Do you understand our benefits/bonus programs?

Retention Signals to Note:
- Positive: talks about long-term, mentions enjoying clients, feels supported
- Warning: mentions other job searches, pay complaints, schedule frustration

Action Items:
[ ] Address any urgent concerns immediately
[ ] Consider retention incentives if needed
[ ] Plan recognition moment before 90 days
[ ] Schedule 90-day review


-----------------------------------------------------------------------
90-DAY CHECK-IN (Schedule 30-45 minutes - More Formal Review)
-----------------------------------------------------------------------

This is a milestone review. Treat it as a mini performance review + retention conversation.

Opening:
"Congratulations on reaching 90 days! This is an important milestone, and I want to take time to celebrate your progress and talk about your future here."

PART 1: PERFORMANCE REVIEW

Skills Assessment:
- Client care and communication: ___/5
- Reliability and punctuality: ___/5
- Documentation and compliance: ___/5
- Teamwork and attitude: ___/5

Positive Feedback:
"Here's what you've done well..."
(Specific examples from clients, supervisors, or office staff)

Growth Areas:
"Here's where you can continue to develop..."
(Constructive, actionable feedback)

PART 2: RETENTION CONVERSATION

1. How do you feel about your first 90 days overall?
2. What's kept you here this long?
3. What would make you stay another year? Three years?
4. Are you interested in advancement opportunities?
5. Is there anything that would make you consider leaving?

PART 3: COMMITMENT & NEXT STEPS

Discuss:
- Any pay increase or bonus earned at 90 days
- Additional training or certification opportunities
- Schedule preferences going forward
- Long-term goals and advancement path

Closing:
"You're a valuable part of our team. I'm glad you've made it to 90 days, and I'm looking forward to seeing you grow here."

[ ] Give 90-day completion recognition (certificate, bonus, gift card)
[ ] Document review in employee file
[ ] Set goals for next quarter
[ ] Schedule next check-in (quarterly or 6-month)


-----------------------------------------------------------------------
CHECK-IN CADENCE SUMMARY
-----------------------------------------------------------------------

Day 1     - Onboarding + end-of-day call
Days 2-5  - Daily text/call check-ins
Week 1    - Formal 15-20 min check-in
Week 2    - Brief check-in (5-10 min)
Week 3    - Brief check-in (5-10 min)
Week 4    - Brief check-in (5-10 min)
Day 30    - Formal 20-30 min check-in
Day 60    - Formal 20-30 min check-in
Day 90    - Formal 30-45 min performance review

After 90 days: Monthly or quarterly check-ins

CAREGIVER RECOGNITION PROGRAM FRAMEWORK
========================================

WHY RECOGNITION MATTERS
-----------------------
- 65% of employees say they'd work harder if recognized more
- Recognition is the #1 driver of caregiver satisfaction (after pay)
- Caregivers who feel appreciated stay 2x longer
- Recognition costs little but has massive ROI

TYPES OF RECOGNITION
--------------------

1. IMMEDIATE RECOGNITION (Daily/Weekly)
   Low-cost, high-frequency appreciation

   - Text message thank-yous from supervisors
   - Verbal praise during check-ins
   - Shout-outs in group chats or team meetings
   - Handwritten thank-you notes
   - "Caught being excellent" instant recognition

   Example Messages:
   "Mrs. Johnson's family called to say how much they love you. Great work!"
   "Thanks for picking up that extra shift on short notice. You saved the day!"
   "I noticed how patient you were with Mr. Rodriguez. That's exactly what he needs."

2. MILESTONE RECOGNITION (Monthly/Quarterly)
   Celebrate tenure and achievements

   Tenure Milestones:
   - 30 days: Personal thank-you call from supervisor
   - 60 days: Gift card ($10-25) + recognition in newsletter
   - 90 days: Certificate + bonus ($25-100) + team announcement
   - 6 months: Retention bonus ($100-250) + specialty training opportunity
   - 1 year: Anniversary celebration, significant bonus, "Senior Caregiver" title
   - 2+ years: Leadership opportunities, top-tier pay rates

   Achievement Milestones:
   - First positive client review
   - Perfect attendance month
   - Certification completion
   - Covering emergency shifts
   - Training new caregivers

3. FORMAL RECOGNITION PROGRAMS
   Structured programs with clear criteria

   CAREGIVER OF THE MONTH
   ----------------------
   Criteria (pick 3-4):
   - Client satisfaction scores
   - Reliability (no call-offs, on-time)
   - Documentation quality
   - Going above and beyond
   - Team player attitude
   - Positive client/family feedback

   Rewards:
   - $50-100 bonus or gift card
   - Premium parking spot
   - Photo on office wall or social media
   - First pick of preferred shifts for next month
   - Certificate suitable for framing

   ANNUAL AWARDS
   -------------
   - Caregiver of the Year: $500+ bonus, trophy, celebration event
   - Rookie of the Year: Best new caregiver (under 1 year)
   - Reliability Award: Best attendance record
   - Heart of Gold Award: Most compassionate caregiver
   - Team Player Award: Most helpful to colleagues

RECOGNITION IDEAS BY BUDGET
----------------------------

FREE ($0):
- Personal phone call from owner/director
- Handwritten thank-you note
- Public shout-out in team meeting
- Feature in company newsletter
- LinkedIn recommendation
- Reference letter for their file

LOW COST ($5-25):
- Coffee shop gift card
- Gas gift card
- Snack basket delivery
- Company swag (t-shirt, tumbler)
- Lottery scratch tickets
- Thank-you card with small gift

MODERATE ($25-100):
- Restaurant gift card
- Spa/self-care gift card
- Extra PTO day
- Retention bonus
- Prime schedule selection
- Professional development course

PREMIUM ($100+):
- Cash bonus
- Electronics (tablet, earbuds)
- Paid day off + gift card combo
- Annual celebration dinner
- Certification sponsorship
- Conference attendance

IMPLEMENTATION TIPS
-------------------

1. Be Specific
   BAD: "Great job this week!"
   GOOD: "Mrs. Chen's daughter called to say her mom lights up when you arrive. Your patience and warmth make a real difference."

2. Be Timely
   Recognize within 24-48 hours of the achievement.

3. Be Personal
   Know what your caregivers value. Some want public praise, others prefer private acknowledgment.

4. Be Consistent
   Recognition should happen regularly, not just when you remember.

5. Track It
   Keep a simple log:
   - Date
   - Caregiver name
   - What they were recognized for
   - Type of recognition given

QUICK-START: 90-DAY RECOGNITION CALENDAR
----------------------------------------

Day 1:  Welcome text + small gift (candy, coffee card)
Day 7:  "Great first week" text from supervisor
Day 14: Handwritten note from office
Day 21: Check-in call with verbal praise
Day 30: Gift card ($10-15) + team announcement
Day 45: Personal call acknowledging progress
Day 60: Gift card ($15-25) + newsletter mention
Day 75: Supervisor visit with verbal recognition
Day 90: Certificate + bonus ($25-100) + celebration

SAMPLE RECOGNITION POLICY
-------------------------
[Agency Name] believes in recognizing and celebrating our caregivers. Our recognition program includes:

- Immediate thank-yous for great work
- Monthly Caregiver of the Month awards
- Tenure bonuses at 90 days, 6 months, and 1 year
- Annual awards ceremony
- Ongoing appreciation throughout the year

Recognition is based on client feedback, reliability, documentation quality, teamwork, and going above and beyond. All caregivers are eligible from their first day of employment.

TOP 10 REASONS NEW CAREGIVERS QUIT (And How to Fix Them)
=========================================================

1. "I WASN'T GETTING ENOUGH HOURS"
----------------------------------
The Problem:
Caregivers need income. If you can't give them hours, they'll find someone who can.

Warning Signs:
- Asking for more hours repeatedly
- Picking up shifts elsewhere
- Declining to renew availability

The Fix:
- Be honest about expected hours during hiring
- Have a waitlist system for additional hours
- Prioritize new hires for open shifts in first 30 days
- Offer "guaranteed hours" minimums if possible
- Check in weekly: "Are you getting enough hours?"


2. "THE SCHEDULE DIDN'T WORK FOR ME"
------------------------------------
The Problem:
Reality doesn't match what was promised, or life circumstances change.

Warning Signs:
- Frequent shift swap requests
- Declining certain shifts repeatedly
- Mentioning childcare, school, or second job conflicts

The Fix:
- Clearly discuss scheduling needs BEFORE hiring
- Document preferences and constraints
- Revisit schedule fit at Week 1 and Day 30 check-ins
- Be flexible when possible - rigid agencies lose caregivers
- Use scheduling software to match preferences


3. "I DIDN'T FEEL PREPARED OR TRAINED"
--------------------------------------
The Problem:
Feeling thrown into situations without proper preparation creates anxiety and failure.

Warning Signs:
- Saying "nobody showed me how to..."
- Making avoidable mistakes
- Hesitation to take on new clients
- Asking the same questions repeatedly

The Fix:
- Structured first-day orientation (use our Day 1 checklist)
- Shadowing before solo shifts
- Detailed client care plans with specific instructions
- Skills checklists to ensure competency
- Ongoing training opportunities
- "Ask anything" culture - no stupid questions


4. "THE CLIENT WASN'T A GOOD FIT"
---------------------------------
The Problem:
Personality conflicts, unsafe environments, or care needs beyond the caregiver's skill level.

Warning Signs:
- Complaining about specific clients
- Requesting to be removed from cases
- Dreading certain shifts
- Client complaints about caregiver

The Fix:
- Better client-caregiver matching (consider personalities, not just geography)
- Trial period for new matches
- Easy process to request reassignment without judgment
- Never force caregivers to stay on cases they're uncomfortable with
- Regular check-ins: "How are things with [Client]?"


5. "I FELT IGNORED BY THE OFFICE"
---------------------------------
The Problem:
Caregivers work alone. If the office feels distant or unresponsive, they feel abandoned.

Warning Signs:
- Calls/texts going unanswered
- Mentioning "nobody checks on me"
- Feeling like "just a number"
- Disconnection from team

The Fix:
- Respond to caregiver messages within 2 hours (4 max)
- Proactive check-ins (don't wait for them to call)
- Remember personal details (kids' names, hobbies)
- Office visits or team events for in-person connection
- Dedicated point of contact for each caregiver


6. "THE PAY WASN'T WORTH IT"
----------------------------
The Problem:
Pay didn't match expectations, or other agencies are paying more.

Warning Signs:
- Asking about raises frequently
- Mentioning what competitors pay
- Reluctance to take far-away clients
- Complaints about unpaid time (travel, documentation)

The Fix:
- Be transparent about pay during hiring
- Know your market rates - don't be the lowest
- Pay for orientation and training time
- Consider mileage reimbursement or gas cards
- Clear path to pay increases (tenure, certifications, performance)
- Regular market rate reviews


7. "I FOUND SOMETHING BETTER"
-----------------------------
The Problem:
Another job offered better pay, hours, benefits, or conditions.

Warning Signs:
- Mentioning other job applications
- Reduced availability
- Less engaged in check-ins
- Sudden resignation with new job lined up

The Fix:
- Regular stay interviews: "What would make you leave?"
- Competitive total package (not just hourly rate)
- Counter-offer strategy for top performers
- Exit interview to understand what "better" meant
- Focus on intangibles: flexibility, support, culture


8. "TRANSPORTATION ISSUES"
--------------------------
The Problem:
Car broke down, lost license, can't afford gas, clients too far away.

Warning Signs:
- Frequent tardiness
- Declining distant clients
- Mentioning car trouble or gas costs
- Calling off due to "transportation"

The Fix:
- Ask about transportation reliability during hiring
- Cluster clients geographically when possible
- Gas gift cards or mileage reimbursement
- Build relationships with caregivers who can carpool
- Flexibility for public transit users
- Have backup coverage plans for transportation emergencies


9. "PERSONAL OR FAMILY ISSUES"
------------------------------
The Problem:
Life happens: childcare falls through, family emergency, health issues, housing instability.

Warning Signs:
- Increased absences
- Distracted or stressed demeanor
- Mentioning personal problems
- Sudden schedule change requests

The Fix:
- Flexible scheduling during tough times (short-term)
- EAP (Employee Assistance Program) if available
- Know your caregivers - what's going on in their lives?
- Compassion first, policy second
- Leave of absence option rather than resignation
- Welcome them back after life stabilizes


10. "I JUST STOPPED SHOWING UP" (No-Call No-Show/Ghosting)
----------------------------------------------------------
The Problem:
They quit without telling you - often due to embarrassment, conflict avoidance, or finding another job.

Warning Signs:
- Reduced communication in days leading up
- Missed shifts without advance notice
- Unanswered calls and texts
- Social media shows them working elsewhere

The Fix:
- Make it safe to quit properly (no guilt trips)
- Reduce reasons to ghost in the first place (address issues above)
- If they ghost, try once to reach out without anger
- Exit interviews (even if by text) to learn why
- Don't burn bridges - sometimes they come back


EARLY TURNOVER PREVENTION SUMMARY
=================================

If you're losing caregivers in the first 90 days, focus on:

1. EXPECTATION MATCHING
   - Hours and schedule match what was promised
   - Pay is clear and competitive
   - Job duties match the interview description

2. SUPPORT SYSTEMS
   - Thorough onboarding and training
   - Regular check-ins (daily in Week 1, weekly after)
   - Responsive office communication
   - Assigned mentor or buddy

3. RELATIONSHIP BUILDING
   - Client-caregiver fit matters
   - Caregivers feel valued, not like a number
   - Recognition and appreciation are consistent
   - Personal connection with supervisors

4. PROBLEM-SOLVING CULTURE
   - Issues are addressed quickly
   - Reassignment is easy and judgment-free
   - Flexibility when life happens
   - Safe environment to raise concerns

TRACK YOUR TURNOVER
-------------------
Calculate and monitor:
- First 30-day turnover rate
- First 90-day turnover rate
- Exit interview themes
- Cost per departure

Set goals:
- Industry average: 60-80% annual turnover
- Good: 40-50% annual turnover
- Excellent: Under 40% annual turnover

Every 10% reduction in turnover saves thousands in recruiting and training costs.

RETENTION INTERVENTION STRATEGIES
==================================

When a caregiver shows warning signs of leaving, act fast.
These intervention strategies can save at-risk employees.


EARLY WARNING SYSTEM
--------------------

Red Flags to Watch For:

Week 1-2:
- Doesn't show up for orientation
- Multiple questions about schedule changes
- Seems confused or overwhelmed
- Negative comments about first client

Week 2-4:
- Call-offs or tardiness begin
- Less responsive to messages
- Complaining about hours or schedule
- Asking to be removed from clients

Month 2-3:
- Reduced engagement in check-ins
- Turning down additional shifts
- Mentioning other job opportunities
- Overall change in attitude

Tracking System:
Create a simple dashboard tracking:
- Days since last communication
- Shift completion rate
- Response time to messages
- Check-in sentiment (1-5 scale)


INTERVENTION PLAYBOOK
---------------------

LEVEL 1: MINOR CONCERNS (Address within 24 hours)
Trigger: Single complaint, minor schedule issue, general frustration

Actions:
1. Acknowledge the concern immediately
2. Ask clarifying questions to understand the root cause
3. Offer a specific solution or timeline for resolution
4. Follow up within 24-48 hours to confirm resolution

Script:
"Thanks for letting me know about [issue]. I understand that's frustrating. Here's what I can do: [solution]. Does that work for you? I'll check back tomorrow to make sure it's resolved."


LEVEL 2: MODERATE CONCERNS (Schedule meeting within 48 hours)
Trigger: Multiple complaints, pattern of dissatisfaction, client fit issues

Actions:
1. Schedule a dedicated 15-20 minute call or meeting
2. Listen fully before problem-solving
3. Identify the core issue (hours? schedule? client? support?)
4. Co-create a solution with their input
5. Document the plan and follow up weekly

Script:
"I've noticed some challenges recently, and I want to make sure we address them. Can we schedule 20 minutes to talk through what's going on and find a solution together?"


LEVEL 3: SERIOUS CONCERNS (Immediate escalation)
Trigger: Mentioned quitting, significant drop in performance, at-risk of no-show

Actions:
1. Immediate outreach - phone call, not text
2. Express genuine concern and value
3. Ask directly: "Are you thinking about leaving?"
4. Identify the dealbreaker issue
5. Make a concrete retention offer if appropriate
6. Escalate to management if needed

Script:
"I want to be direct with you - I've sensed some frustration lately, and I'm worried we might lose you. You're valuable to our team, and I want to understand what's going on. What would it take for this to be a job you want to stay in?"


RETENTION OFFERS
----------------

When a caregiver indicates they're considering leaving, consider:

Immediate Offers (can give today):
- Schedule adjustment
- Client reassignment
- Additional hours
- Preferred shift selection

Short-Term Incentives (within 2 weeks):
- One-time retention bonus ($50-200)
- Gas/transportation assistance
- Paid training opportunity
- Equipment or supplies they need

Long-Term Commitments (if they commit to stay 90+ days):
- Pay raise
- Title change (Senior Caregiver)
- Guaranteed hours minimum
- Better benefits enrollment
- Leadership opportunities

Note: Not every caregiver is worth a retention offer. Focus on top performers and those with fixable issues.


STAY INTERVIEW GUIDE
--------------------

Don't wait until someone is leaving - conduct regular "stay interviews" to prevent turnover.

Best Time: 30-day, 60-day, and 90-day check-ins

Key Questions:

1. What do you look forward to when you come to work?

2. What do you dread or find frustrating?

3. If you could change one thing about your job, what would it be?

4. Do you feel recognized for your contributions?

5. What might tempt you to leave?

6. What can I do to make your job better?

7. Do you feel you have opportunities to learn and grow?

8. Would you recommend this job to a friend?

Document responses and look for patterns across caregivers.


COUNTER-OFFER STRATEGY
----------------------

When a caregiver says they have another offer:

Step 1: Thank them for telling you (many just leave)
"I appreciate you talking to me about this instead of just leaving."

Step 2: Understand the offer
"Can you tell me about the other opportunity? What's appealing about it?"

Step 3: Identify the gap
"It sounds like [pay/hours/schedule/commute] is the main factor. Is that right?"

Step 4: Evaluate if you can match
Consider: Is this caregiver worth it? Can we afford it? Will matching set a precedent?

Step 5: Make your offer (if appropriate)
"Here's what I can offer: [specific terms]. Would that change your decision?"

Step 6: Ask for commitment
"If I make this change, are you committed to staying with us for at least [6 months/1 year]?"

Step 7: Accept the outcome gracefully
If they leave: "I understand. We'd love to have you back if things don't work out."


EXIT INTERVIEW BEST PRACTICES
-----------------------------

Even when you can't save them, learn from their departure.

Timing: Within 1 week of their last day (or resignation notice)
Format: Phone call preferred; email survey if unavailable
Duration: 10-15 minutes

Questions:

1. What made you decide to leave?

2. How was your overall experience working here?

3. Did you feel supported by your supervisor and the office?

4. Was there anything we could have done to keep you?

5. How did your job match what was described when you were hired?

6. Would you consider returning in the future?

7. Would you recommend us to other caregivers?

8. Any other feedback you'd like to share?

Track themes across exit interviews to identify systemic issues.


90-DAY RETENTION GOAL TRACKER
-----------------------------

Set measurable goals:

Current 90-day retention rate: ____%
Goal 90-day retention rate: ____%

Weekly Tracking:
- New hires this week: ___
- Caregivers who reached 90 days this week: ___
- Caregivers who quit before 90 days this week: ___

Monthly Review:
- Average tenure of departed caregivers: ___ days
- Top 3 reasons for early departure: ___________
- Interventions attempted: ___
- Interventions successful: ___

The formula is simple:
Better onboarding + consistent check-ins + quick problem-solving + recognition = higher retention.