Over the past few years, the senior living industry has embraced a more holistic approach to care – one that prioritizes not only resident well-being but also the employee wellness at work and beyond.
Strong leadership recognizes that vibrant communities are built on the foundation of healthy and supported team members. When staff feel valued and well, residents experience better care, stronger relationships, and warmer environments.
Here’s how to cultivate and sustain a healthy workplace culture – for the benefit of both employees and residents.
Why employee wellness matters
In senior living, staff wellness goes beyond a “nice-to-have” perk. It directly influences staff’s satisfaction in and commitment to their role.
Turnover is a persistent challenge in the sector, with average rates of about 46.8% last year. Wellness programs are not a cure-all, but they are an effective way to help ease burnout, reduce stress and ultimately foster loyalty and retention.
Engaged and energized employees are also more likely to be attentive toward residents, which leads to stronger relationships and better outcomes. And there is a financial upside as well – research suggests that investing in employee wellness programs can save money in the long-term, reducing expenses related to medical costs and absenteeism.
What wellness programs can look like
The most effective programs address multiple dimensions of wellbeing – physical, emotional, social and professional. Some practical approaches include:
- Encouraging mental and physical health initiatives: Provide access to counseling, mindfulness sessions, fitness classes, or walking groups.
- Investing in staff development: Offer career coaching, leadership training, or tuition reimbursement programs to help employees progress professionally and show them they are valued for the long term.
- Seeking input from staff: Ask employees what they need to foster trust and ensure initiatives are relevant.
- Supporting work-life balance: Allow for flexible scheduling and adequate time – crucial benefits in an industry where burnout is common.
- Sharing resources and information: Regularly circulate tips, webinars, or internal newsletters on stress management, nutrition, and financial wellness.
What works
Wellness programs have been studied extensively, and one recurring theme is participation. Without strong engagement, even the best-designed programs fall flat. Research offers a few clear takeaways.
For one, incentives are powerful. One Rand Corporation study found that adding a reward element to wellness initiatives increased participation – but it’s important that those incentives feel fair and equitable so they don’t risk coming across as discriminatory or favoring certain employees.
Even modest initiatives, such as recognition programs or peer-to-peer mentoring, can create a ripple effect that strengthens culture and resilience. Ultimately, though, employee wellness is not just about perks or incentives. It’s about creating environments where people feel valued, supported, and able to thrive.
And in senior living, this is especially critical. Staff well-being directly impacts resident well-being. As the industry continues to face staffing shortages and rising care demands, organizations that invest in their teams will stand out – not just as employers of choice, but as communities where both staff and residents can flourish.