b'HUMAN RESOURCESwas it an experience that made you want to skip the second interview?Development and growth Keeping staff engaged and on board is a persistent challenge in long-term care. Heres where committing to continuous career support and development can help keep teams intact. For one, says Janssen, there are advantages to surveying new hires throughout their first weeks and months of their job. Even if these are anonymous, consistent check-ins enable leaders to monitor how new hires are adapting to the home or if they require additional support. Instead of just HR reviewing these reports, its important for leaders in theThe key to recruiting individuals that will form exceptional teams is to Villages to have access to them as welllook at the interview process from the candidate\'s perspectiveso they can identify the point at which there may be opportunities for change, or practices that are going well that theyand start looking internally at who"That goes back to building a want to continue, explains Janssen. might be a good fit for the role. Then,workplace culture where your leaders we figure out ways of helping thoseare authentic and genuine," Obermeyer One of the main reasons teamindividuals become future candidatesadds. "You can\'t just tell people to members leave long-term care is thatfor those opportunities."provide feedback; you have to win they don\'t see a future in their currenttheir trust."role. For this reason, Janssen says,Constant feedback there is immense value in taking everyThe value of communication cannotThese insights scratch the surface opportunity to demonstrate how theybe overstated when building theof what it takes to create a fulfilling, can grow within their role, departmentultimate team experience, Janssenempowering and long-lasting team and organization as a whole.says. Engagement surveys, feedbackmember experience. If there is one sessions, town halls, and one-on-oneconnective thread, it\'s the need for a We like to share that one of ourconsultations are all elements of aworkplace culture where employees executives started off as a landscaper,good feedback strategy, she notes,and their leaders have the resources, says Janssen. There are alwaysbut none are effective unless teamopportunities and incentives tomembers feel safe and empowered opportunities to grow within a long- to raise their voices. flourish together. LTCTterm care home, so we just have to make sure our team members know about these opportunities and areFlexible JHSC learning:encouraged and supported topursue them.There are ample ways to support teamAt your \x1fngertipsgrowth, Janssen continues. These include enabling team members toWhether youre looking for \x1fexible training options or help on "walk a mile" in a new position, towhere to start with creating a safer workplace, we can help!job-shadow leaders or assume non-traditional leadership roles, or to acquire additional training and education. In addition, says Obermeyer, Schlegel Villages likes to share stories of people who grow within the organization and make a concerted effort to identify others who may be ready to take the next step.Visit pshsa.ca/\x1eexiblelearning"Every fall, we go through the exercise of looking at all the positions in theto learn moreorganization that people can grow into www.oltca.com LONG TERM CARE TODAY 31'