Rodney Lacy

Self funded plans work when leaders and HR are engaged.  Provide your employees access to lower costs and better care for improved overall well-being.  See a boost in employee engagement, performance, and retention, leading to a happier team.  Ask us how to get started: [email protected]. #whyselffunded #whybluegrass

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An ideal workplace is much like an ideal family in that it provides support, a sense of belonging, and a chance to grow. Just as therapy can help strengthen families, #AllOne Health can strengthen workplace cultures. 💪 Learn about our 4-step process: https://ow.ly/gQsS50SUQLX #OrganizationalConsulting #OrganizationalHealth #OrganizationalDevelopment

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7 Reasons Why a New Hire May Not Work Out in Long-Term Care (LTC) & Retirement Roles Hiring for critical leadership positions in the LTC and Retirement sector—like Executive Directors (EDs), Directors of Care (DOCs), and Assistant Directors of Care (ADOCs)—comes with high stakes. These leaders are not only responsible for operational excellence but also for the well-being of residents and staff alike. However, sometimes even the most promising hires don’t work out. Based on industry research and experience, here are 7 key reasons why: Cultural Misalignment: LTC and Retirement communities thrive on collaboration and shared values. A mismatch in culture—whether with residents, staff, or the broader organizational ethos—can lead to disengagement and poor performance. Inadequate Leadership Skills: Leadership in LTC requires a specific skill set that blends clinical oversight, team management, and empathy. Candidates who excel in clinical areas but lack leadership or communication skills may struggle to lead effectively. Unrealistic Job Expectations: If the role isn’t clearly defined during the hiring process, new leaders may be caught off-guard by the complexity and scope of their responsibilities, leading to frustration and disengagement. Lack of Sector-Specific Experience: Experience in healthcare is essential, but without specific knowledge of LTC or Retirement communities, even skilled healthcare leaders may face a steep learning curve. Understanding the unique regulatory requirements and operational challenges of the sector is critical for success. Burnout or Stress: LTC leaders often deal with emotionally taxing situations and high-stress environments. If a new hire isn’t mentally prepared for the intensity of the job or lacks proper support, burnout can quickly lead to early departures. Poor Onboarding or Integration: Even the best candidates can falter without a structured onboarding process. Proper introduction to team dynamics, resident care standards, and organizational processes is crucial for long-term success. Lack of Support or Mentorship: Leadership roles in LTC can feel isolating, especially if a new hire doesn’t have access to peer support or mentors. Continuous support helps new leaders grow, adapt, and overcome challenges. Takeaway: If these issues sound familiar, it may be time to review your hiring and onboarding processes. Are you clearly defining job expectations? Are your new leaders receiving adequate support and mentorship? Assess your current strategies to see if you’re mitigating these common pitfalls. A strong recruitment process is essential for retaining top talent and ensuring long-term success in your LTC or Retirement community. By identifying areas for improvement, you can make sure your organization is set up to attract, integrate, and retain the right people in the right roles. #DilysConsulting #Staffing #LTC #RetirementHomes #ExecutiveSearch #TalentRetention #OrganizationalSuccess #OnboardingSuccess

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The Family and Medical Leave Act can be challenging to understand, so it’s not surprising that managers occasionally get tripped up when the FMLA comes into play. The good news is, providing managers with proper training can help prevent costly mistakes. #HR #humanresources #FMLA #hiring #staffing

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