The client who made that comment to me recently went on to explain that her private duty caregivers work without direct supervision, generally don't receive comprehensive ongoing training, and deal with difficult people and potential medical emergencies. Our research confirms that she's right.
The psychologists that developed our assessments found that there is a very strong correlation between adequate problem solving skills and successful caregiver performance. Most of the studies in our industry regarding caregiver performance confirm that problem solving is a critical skill for caregivers.
That is why one of the three assessments in our caregiver selection system includes a general reasoning scale that measures problem solving and learning speed. When combined with our other two assessments (which measure a variety of critical integrity and behavioral traits), you truly do have an objective measure of the whole person, which explains why our process is so effective.
You can also give the general reasoning and behavioral assessments to your current employees (integrity assessments are for pre-employment use only). They're great placement and coaching tools for supervisors and schedulers.
Okay, so you've identified your current caregivers who have weak problem solving skills. What to do? Here are some suggestions.
1. Place them in routine assignments
With repetition, guidelines, and supervisory coaching, they can learn to handle routine problems. However, dealing with new situations, especially complex and challenging ones, is best left to caregivers who can "think on their feet".
2. Use an experiential training approach
Although people have different learning styles in general, classroom training is not going to be very effective here. Instead, provide opportunities to learn by doing:
- Explain the key points
- Demonstrate the correct method
- Observe the trainee performing the task
- Give them specific feedback and suggestions
- Repeat
- Use peer mentors who have a heart for training if possible
3. Provide clear, specific guidelines in writing
You want simple lists of "do's and dont's" that they can carry with them. Frankly, even your best caregivers are not going to sort through mounds of policies and memos to find the one piece of information they need. It's management's job to organize this in a user friendly way.
4. Ensure adequate monitoring and follow up
No way around it. They're going to need extra support, especially whenever something changes (new client, change in medical condition or expectations).
Better yet, why not hire people in the first place who are a great whole person match with successful caregivers? If you are considering assessments and would like to participate in one of our free weekly phone in training sessions, contact me: email Kathy@leadinghomecare.com or phone (502) 339-0653.