Employee Turnover Getting You Down?
If you own and operate an ABA therapy business the likelihood you have experienced staff retention issues is pretty high. Staff turnover in the ABA therapy industry is notoriously high.
Thankfully, it's not everyday you check your email and sure enough, another staff member has quit.
If you are lucky, they gave you advance notice, preferably lots of advance notice (like a month or what ever you consider "enough" time to hire and train their replacement).
If your not lucky, their resignation might be effective immediately... like as of last night and now you need to cover their shifts temporarily or have that tough convo with the parent about cancelling till you have someone to fill the slot.
We have all been there.
And when it rains, it pours! Sometimes, it seems like staff seem to quit in spurts, which is no surprise if you are hiring college students, especially around semester beginning or end.
But sometimes, it just might be your "picker" is off. It can be tempting to hire just to fill openings, regardless of experience or culture fit, especially if you are understaffed. This is when it's important to remember not all turnover is bad turnover.
We have all been there... and we get it. Do your best to resist hiring just anyone. That anyone is just as likely to leave in 1 week or 3 months, and you'll be back to where you started!
Thankfully there is plenty of research on best practices to keep staff satisfied and engaged, hopefully curbing the urge to "quit" and allowing you to continue focusing on RETENTION vs. TURNOVER.
Trends in Turnover Rates in ABA Therapy Businesses
ABA therapy is no stranger to high turnover and issues with staff retention. Retaining qualified staff can be constant challenge, especially for Behavior Technicians (BTs), Registered Behavior Technicians (RBTs), and even Behavior Analysts (BCBAs).
According to the 2022 ABA Compensation & Turnover Report by BHCOE Accreditation, the median turnover rate for BT/RBTs is just one year--an average turnover rate of 65% in 2021. To give this some perspective, According to the 2024 NSI National Healthcare Retention & RN Staffing Report, the hospital turnover rate in 2023 was 20.7% and Registered Nurse turnover was recorded at 18.4%.
Thankfully, the science of behavior analysis is no stranger to researching how to improve behaviors, even those behaviors of employees. The Journal of Organizational Behavior Management (JOBM), frequently has articles and research on methods to improve retention and decrease turnover.
Even Behavioral Health Business has taken the time to write a blog on this issue. The recent blog titled "Payable Hours for Training, Clear Career Tracks Help Retain Autism Therapy Staff " by Behavioral Health Business highlights two pivotal strategies to address this issue: payable training hours and clear career tracks.
As a Behavior Analyst (BCBA), deeply invested in improving the standards of care and working conditions within our profession, I find these insights both timely and essential.
However, there is more we can do to keep our staff happy and satisfied.
6 Actionable Steps to Increase Employee Retention
Employee Feedback Preferences
Individualize Employee Benefits (Preference Assessments)
Payable Training Hours (Non-billable Time)
Career Pathways
Satisfaction Interviews & Surveys
Leadership Development & Training
Employee Feedback Preference Assessments
Ever tried to give someone feedback and felt like you were talking to a brick wall? Or received feedback that made you want to crawl under your desk?
Yep, we’ve all been there.
That’s where feedback preference assessments come in.
Think of them as a cheat sheet that tells managers exactly how each employee likes to receive and give feedback. It’s like having a map in a treasure hunt, except the treasure is effective communication. AND your employee might actually be reinforced by the feedback you give, if it is given in the method they prefer.
Win Win in my book! No more blanket, slack messages or employee shoutouts that make you cringe... unless that's your jam... definitely not mine.
Individualize Employee Benefits or Tangible Reinforcement
Imagine you’ve just given everyone in the office a gift card to a steakhouse, only to realize a third of the team is vegetarian.
Oops.
Preference assessments can also help you avoid those cringe-worthy moments by tailoring benefits to what your employees actually want. Think of it as giving your team a magic lamp where their benefit wishes come true (minus the actual genie, of course).
Say goodbye to the yearly employee gift ("No, I do not want a mug with our logo. I do not like SWAG.") or to the weekly pizza party and the $5 Starbucks gift card.
It's actually freeing when you realize you may have been wasting money on things no one wants. Or at least, things that do not ACTUALLY motivate your employees to improve their behavior!
Payable Training Hours (Non-billable Time)
Payable training hours aren't just a fancy way to throw money at your team (not that they would complain about free money); they’re a game-changer for professional development and staff satisfaction.
When you pay your staff for their training time, you’re sending a loud and clear message: “We value your growth and expertise.” This not only boosts their motivation to dive into training but also cuts down on turnover by building a sense of loyalty and respect.
Here at Innovation Moon, we’ve seen the magic of payable training hours in action. Our commitment to compensating staff for their ongoing education and training has led to higher engagement, sharper skills, and ultimately, better outcomes for our clients. When staff members feel appreciated, they’re more likely to stick around, reducing the headaches and costs that come with high turnover rates.
Plus, offering payable hours for training meets the demand for reliable work hours. Call it what you want (e.g, dedicated time, float shift, training hours), providers can turn potential downtime (like patient cancellations) into productive training sessions, cross-training sessions with other clients, job shadows, or attendance at mandatory staff training. This clever use of otherwise lost time ensures that non-billable activities, like continuing education, are seamlessly integrated into the organization’s margins. It’s a win-win for everyone involved!
Career Pathways
Let’s talk career pathways, because who doesn’t love a good roadmap? Establishing clear career tracks within an organization is just as crucial as paying for training hours. Career progression should be as transparent and attainable as a well-marked hiking trail, giving staff a clear vision of their professional journey. When employees understand how they can climb the ladder, which roles they can aim for, and what skills they need to get there, everyone wins.
Smart ABA Therapy organizations are crafting those well-defined career pathways. Through structured development programs and leadership training, they ensure their team can see a bright future within the organization. This not only boosts morale but also helps keep top talent, who are eager to grow and advance in their careers.
One example of a career pathway, might be to develop multiple positions for BTs. BTs can become RBTs, then pass additional internal competencies, mentor other BTs/RBTs, and engage in shadowing and training new hires. Organizations can use Behavioral Activity Rating Scale (BARS) to set clear tiers for BTs/RBTs, making sure they have a crystal-clear career path.
With these initiatives, staff know exactly where they stand and what steps they need to take to move forward. It’s like having a GPS for their career—no more wandering in the wilderness!
Stay Interviews & Satisfaction Surveys
Let’s dive into stay interviews, your secret weapon to understanding and addressing staff concerns before they morph into full-blown turnover. Think of stay interviews as the heart-to-heart chats that keep your team happy and sticking around.
Best practices for stay interviews? Try bringing in a third party to ensure unbiased feedback and create a safe space for employees to spill the beans. But don’t worry—internal interviews can also work wonders if they’re done with a dash of sensitivity and a sprinkle of confidentiality.
Surveys? Twice a year? Sure, that’s good, but why stop there? More frequent check-ins—like quarterly or even monthly pulse surveys—can give you a real-time look at employee sentiment. It’s like taking the company’s temperature to spot any issues before they become a fever. Plus, when you act on this feedback promptly, it shows your team that their opinions are not just heard, but also valued and taken seriously.
By keeping these conversations going and genuinely listening to your team, you’re not just preventing turnover—you’re building a workplace where people feel valued and understood. And that’s the kind of place where everyone wants to work.
Training BCBAs: Building Leaders, Not Just Clinicians
Alright, let’s talk about training BCBAs.
It’s not just about keeping individual clinicians on board; it’s about building rock-solid leadership throughout the organization.
Every BCBA is a leader, but let’s face it, many are still getting their sea legs. Ongoing support and training can help these young, inexperienced BCBAs expand their caseloads and develop those all-important leadership skills.
By investing in your BCBAs, you are creating a ripple effect of competence and confidence that benefits the entire team. So, it’s not just about retaining a single BCBA; it’s about fostering a culture of strong, effective leadership that propels the whole organization forward.
Combining Strategies for Maximum Impact
Thanks for staying with me on this!
If you're looking to boost employee retention and create a workplace that people love, we've got you covered with six awesome strategies.
Start by understanding your team's feedback preferences to make those conversations smooth and effective.
Then, individualize employee benefits using preference assessments—because who doesn't love personalized perks?
Payable training hours turn downtime into productive, paid learning opportunities,
and clear career pathways help employees see their future with your company.
Regular satisfaction interviews and surveys keep the feedback loop going, while continuous leadership development and training build a strong, competent team.
Follow these steps, and you'll have a happy, engaged workforce that's here to stay!
Do that happy dance! You got this!!!
Suzanne Juzwik, MA, BCBA, LBA
CEO, Innovation Moon
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