Estimated Average Tenure of Staff Leaving due to “Preventable Turnover” Less than 2 Years
Job satisfaction/retention are more significant issues among caseworkers than supervisors and administrators.
RETENTION Work Attitudes Organizational Climate Intention to Quit = Turnover
Worker Attitudes and Retention Work/Family Conflict Work demands interfere with family life Can’t get things done at home because of the job
Worker Attitudes and Retention Organizational Commitment Being proud of the organization Similar values as those of the organization
Worker Attitudes and Retention Job Satisfaction Being enthusiastic about the job Find enjoyment in the job
What Can Supervisors Do? WORKER ATTITUDES Begin conversations Listen to workers and gently ask questions Listen for clues from workers who might be struggling Offer supportive environments, flexible schedules
What Can Supervisors Do? WORKER ATTITUDES Recruitment/selection – Get the right people, Realistic Job Preview Share your own enthusiasm for the job and the organization’s values Gauge worker satisfaction - newcomer interviews/stay interviews
Organizational Climate and Retention Client Centered Supervision Refers to children and families in a positive manner Identifies strengths in most parents and children Advocates for resources to meet the needs of children and families
Organizational Climate and Retention Job Importance, Autonomy and Challenge My work is meaningful. Freedom to complete tasks without being over supervised. My job requires a lot of skill and effort
Organizational Climate and Retention Organization Innovation, Justice and Support I am encouraged to develop my ideas. Decisions about my job are made in a fair manner. The organization really cares about my well-being.
Organizational Climate and Retention Role Ambiguity, Conflict and Overload The goals and objectives of my team are clearly defined. There are too many people telling me what to do I have more work to do than I could ever get done.
What Can Supervisors Do? ORGANIZATIONAL CLIMATE Talk positively about children and families Reinforce the importance/challenge of child welfare work Match worker skills and work Provide opportunities for skill building Solicit and embrace staff input and ideas Have clear expectations for staff
What Impacts Retention for Supervisors? Workgroup (warmth, pride, cooperation) Supervisor (support, goal emphasis, work facilitation) Organizational Innovation, Justice and Support
Kansas Workforce Initiative- Upcoming Workforce Best Practice Forum Agency/Educators Dialogue Evidence Reviews: – Secondary Trauma Intervention – Supervisor Behavior related to Outcomes – Transfer of Learning