How Effective Aide Training Reduces Turnover and Boosts Retention

Certified nursing assistants (CNAs) and home health aides (HHAs) leave their jobs at unexpectedly high rates. Turnover rates for CNAs were 54.8% in 2022, and HHA turnover hit 79.2% in 2023. While the causes of employee turnover are varied, it always leads to short staffing, employee burnout, and poor patient outcomes. 

This problem leaves many healthcare leaders wondering how to fix it. Could a practical on-the-job training program help increase retention, close skills gaps, and reduce turnover? This blog examines the crucial relationship between effective training and the retention of CNA and HHA staff. 

Why Training Matters More than You Think

Training failures often lead to employee turnover. When staff don’t feel confident on the job, they may begin to feel dissatisfied and consider leaving. Some of the most common reasons CNAs and HHAs leave their roles include:

• Lack of confidence in the necessary skills
• Feeling unsupported or undervalued 
• Unsafe or unclear job expectations

Inadequate or rushed training contributes to these common causes of employee turnover. Training efforts help staff feel confident in their job expectations and responsibilities. When employees feel competent and supported, they are more likely to remain, which in turn improves patient outcomes, continuity of care, and overall workforce satisfaction. 

What Does Effective Training Look Like?

Effective training programs might be easier to implement than you think. Components of high-quality CNA or HHA training include:

• Clear and measurable learning objectives
• Engaging and relevant content
• Hands-on, practical clinical experience and practice
• Ongoing coaching and mentorship
• Robust feedback loops and continuous improvement

Remember, on-the-job training must tackle the real challenges aides face, not just theoretical knowledge. They must walk out of training feeling confident and well-equipped to handle most situations they encounter. Using interactive, scenario-based learning opportunities helps build confidence, coping abilities, and problem-solving skills. 

4 Components of an Employee Training Plan that Drives Retention

So, how do you develop an employee training plan that reduces turnover and fosters retention? Effective training programs that impact employee retention focus on more than just compliance. They focus on what the staff need to know and do to successfully perform their job. 

Let’s review the four components of an employee training plan that will keep your staff engaged.

Component 1: Pre-hire Orientation and Realistic Job Preview

Professional caregivers typically have a general understanding of CNA and HHA jobs. However, you must share job descriptions and a synopsis of a typical day on the job with them before making a hiring decision. Many organizations even have candidates job-shadow for a few hours to ensure they understand the duties, responsibilities, and job expectations. This training component also lets staff know that you want them to be successful, even before they accept the role.  

Component 2: Structured Onboarding and Clinical Training Period

 Effective onboarding requires a structured approach to enable new employees to integrate seamlessly into the organization. Ensure it covers everything from initial paperwork and orientation to cultural assimilation. The clinical training period must last several weeks to allow the staff member to practice skills both with a trainer and independently. Require the CNA or HHA to demonstrate their skills with a nurse trainer or preceptor who can provide real-time feedback about skill performance. 

Component 3: Regular Skill Refreshers and In-Service Education 

Learning and training are lifelong endeavors in healthcare. Create employee training plans that include annual skill refreshers, performance-based competency check-offs, and monthly in-service education offerings to help staff feel supported and valued. Remember, training must extend beyond compliance requirements if you want your staff to feel secure and confident in their job roles. 

Component 4: Pathways for Advancement and Role Specialization

Every employee desires opportunities for advancement and specialization. Employee training plans that incorporate these goals from the outset demonstrate to employees that you value them and hope they will stay long-term. Work on these plans together with the staff member and provide mentorship and coaching throughout the training process. Creating career pathway programs that provide a series of structured and connected training opportunities, leading to better jobs over time, can keep staff engaged and empowered to perform well on the job. 

The Long-Term Impact of Strong Training Programs 

Up to 75% of healthcare workers report that they’d stay longer if offered a clear career pathway. This statistic means that only about 25% of your current workforce would stay without continued training. 

Not all staff training programs are created equally. Better training programs yield more confident staff members and get to the root causes of employee turnover. Confident employees who perform well in their roles often feel appreciated and have lower turnover rates compared to staff who lack confidence and feel undervalued. Lower turnover rates result in higher employee retention, lower hiring costs, and improved care outcomes and continuity of care. 

Investing in learning and development can improve employee retention. Strong training programs boost employee morale, professional pride, and organizational culture. All of this helps employees feel respected and seen on the job, making them happier about where they work. So, start developing your caregiver training program today.