Community can transform our well-being and give us a renewed sense of hope, even in times of uncertainty. As post-acute care administrators, you stand at the frontline of bringing this vision to life, both in facility-based settings and in home-based care.
Community isn’t just a place; it’s a set of relationships, a feeling of belonging, and a source of shared purpose. This was brought home eloquently by U.S. Surgeon General, Dr. Vivek Murthy, in his final message after eight years as the U.S. Attorney General.
In his role as U.S. Surgeon General, Dr. Murthy served as the chief medical officer and health educator for the United States with the goal of bringing the public the best available scientific information on how to improve health and lower the risk of illness and injury. Entitled My Parting Prescription for America, Dr. Vivek Murthy’s essay stressed that community can transform our well-being and give us a renewed sense of hope, even in times of uncertainty.
As post-acute care administrators, you stand at the frontline of bringing this vision to life, both in facility-based settings and in home-based care. Below are a few practical ways to weave Dr. Murthy’s “prescription for community” into the daily routines of your employees and the people they serve.
For clients in post-acute and long-term settings, social isolation is a documented and measurable health risk within the post-acute community.
When staff feel connected, supported, and their work feels purposeful, the numbers change. They continue to improve caregiver retention.
Kindness makes staff and residents feel valued, which helps build a stronger community in your long-term care setting.
Daily Check-ins: Have staff personally greet at least one colleague and one resident each day; asking “How are you feeling?” can help ease loneliness.
Small Acts of Care: Encourage nurses, CNAs, and other professionals to smile, pat a shoulder, or offer a sincere compliment; these gestures can help those who feel alone, especially those with mobility or cognitive issues.
Purpose makes people feel fulfilled; activities that remind everyone of their value can inspire a sense of belonging.
Resident-Led Projects: Invite residents to lead activities where they can share their talents. This could include reading to others, crafting, or helping new residents.
Staff Volunteer Teams: Organize employee groups to spend time (even 15–30 minutes a week) on tasks that improve life for residents and their families. Examples include delivering cards or creating welcome kits.
A shared purpose can also help with caregiver retention, as employees feel more connected to the mission and each other.
Consistent relationships help improve client or resident satisfaction by ensuring no one feels forgotten.
Mentorship “Buddy” System: Pair experienced employees with new hires. The mentor can offer tips, support, and friendship, which is very helpful to someone new.
Adopt-a-Resident Program: Have staff in other departments (like maintenance) adopt residents to visit regularly. This helps increase feelings of safety and comfort.
Strong mentoring and relationship-building give agency caregivers the confidence they need to succeed.
Encourage gatherings that help spark conversation. Breaking down walls creates a broader community with families, staff, and neighbors.
Family-Staff Meals: Host quarterly meals where staff, residents, and families can eat together. Consider small gatherings in community centers for home-based clients.
Community Partnerships: Work with local schools or volunteer groups. Invite them to visit, perform, or spend time with residents who may have few visitors.
These events strengthen the culture of community in long term care in long-term care, helping everyone feel involved.
Sharing stories helps create empathy and understanding. When people find common ground, trust grows.
Morning Meetings: During each shift, have a staff member, client, resident, or family member share a short story.
Resident Walls: Create a space to display photos and stories that celebrate each resident’s background. Make it easier for staff to see the person behind the diagnosis.
These shared stories can give caregivers greater empathy and cultural understanding.
Leaders mold the culture. Make community-building a priority through consistent actions. When staff see leaders acting on these principles, they will do the same.
Visit Resident Areas: Spend time talking with staff and patients. Show them you see them as individuals.
Recognize Service: Publicly recognize employees who help fellow staff, clients, residents, or families. Even a thank-you note can reinforce values and support caregiver retention.
Believe in and invest in the human in your care.
Focus on What’s Possible: Draw attention to what can be done. Whether it’s reuniting a resident with a friend or helping an employee grow, show these events.
Express Gratitude: Encourage staff and clients or residents to think about what they are thankful for. This could be colleagues who help, or a sunny day. Hope grows when we see the good around us.
Forward-thinking agencies base their success on the quality of human capital. The question stops being, “Can you afford to do this?” and becomes, “Can you afford not to?”
Home care agencies are on the frontline of a national health movement. By focusing on Dr. Murthy’s prescription, you will not just improve caregiver retention rates and client outcomes.
At Learn2Care, we believe that the best clinical care can only be delivered through the best human connection. The training for agency caregivers empowers the team with the skills to forge authentic bonds, manage their own emotional demands, and transform simple tasks into meaningful moments of human connection.
Learn2Care partners with home-care and post-acute leaders to train, support, and empower caregivers through evidence-based learning.
Explore our training for agency caregivers and see how connections can transform care.
What’s the biggest thing home care leaders should be focusing on right now?
It’s about building a real long-term care community culture and human connection. Forget just ticking boxes; this is the single most powerful way to fight staff burnout and client loneliness.
Why is it such a problem when staff quit?
It doesn’t just cost a fortune to replace them when caregivers leave; it exhausts the remaining team and directly threatens the consistent, post-acute care your clients depend on.
I manage a remote team: what’s one easy way to help my staff feel supported?
Try pairing new hires up with veterans for emotional support, the Buddy System, or have the office staff “adopt” field teams, cheer them on, and help them get the supplies they need.
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From Checklists to Culture: Overcoming Home Care Staff Training Challenges
Creating a Strong Agency Culture: A Guide for Home Care Leaders
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