How to Set Clear Expectations for New Caregivers in Your AFH
Introduction:
Bringing new caregivers into your Adult Family Home (AFH) is a critical step in maintaining quality care, resident safety, and a positive work environment. However, many AFH providers struggle with caregiver retention and performance issues, often due to unclear job expectations. When new hires don’t fully understand their roles, responsibilities, and workplace culture, they may feel overwhelmed, disengaged, or unprepared, leading to burnout or early turnover.
Setting clear expectations from day one helps new caregivers feel confident, competent, and supported, ensuring they integrate seamlessly into the AFH team and provide high-quality care to residents. In this article, we’ll explore key strategies to establish clear expectations for new caregivers, reducing misunderstandings, improving job satisfaction, and enhancing overall care quality.
1. Provide a Detailed Job Description Before Hiring
The Challenge:
Many caregivers start working without a clear understanding of their daily responsibilities, required skills, or expected conduct, leading to frustration and confusion.
Best Practices:
Write a Clear, Comprehensive Job Description:
Include specific tasks, such as assisting with activities of daily living (ADLs), medication administration, housekeeping duties, and documentation requirements.
Specify work hours, shift expectations, and emergency response duties.
Be Transparent About Job Demands:
Clearly communicate physical requirements (e.g., lifting residents, assisting with mobility).
Outline emotional challenges, such as handling end-of-life care or behavioral issues in residents.
Set Realistic Expectations for Workload and Responsibilities: Let caregivers know what a typical day looks like and how workload is distributed among staff.
Providing a detailed job description before hiring ensures new caregivers fully understand the role before accepting the position, reducing early resignations.
2. Implement a Structured Onboarding Process
The Challenge:
Without a structured onboarding program, new caregivers may feel lost, unsupported, or unprepared, leading to lower job performance and higher turnover.
Best Practices:
Develop a Formal Onboarding Checklist: Cover AFH policies, emergency procedures, resident rights, and facility layout during orientation.
Introduce New Caregivers to Residents and Staff:
Familiarize caregivers with each resident’s care plan, medical needs, and preferences.
Arrange for introductions with senior caregivers or mentors who can provide guidance.
Offer Shadowing and Hands-On Training:
Have new hires observe experienced caregivers before handling residents on their own.
Gradually transition them into active caregiving duties with supervision.
A structured onboarding process helps caregivers feel more confident and prepared, leading to better job satisfaction and performance.
3. Establish Clear Communication Channels
The Challenge:
Lack of consistent communication between management, caregivers, and team members can lead to confusion, mistakes, and frustration.
Best Practices:
Hold Regular Staff Meetings:
Discuss care plan updates, shift changes, and resident concerns.
Allow caregivers to ask questions and share feedback.
Use Written Guidelines and Protocols: Provide caregivers with a handbook or digital guide outlining policies, emergency procedures, and best practices.
Encourage an Open-Door Policy: Let caregivers know they can come to management with questions or concerns at any time.
Effective communication creates a supportive work environment where caregivers feel valued and informed.
4. Set Performance Standards and Expectations for Care Quality
The Challenge:
Without clearly defined performance standards, caregivers may develop inconsistent work habits, leading to uneven care quality.
Best Practices:
Define What “High-Quality Care” Means in Your AFH: Set expectations for professionalism, empathy, and resident-centered care.
Outline Specific Care Guidelines:
Provide step-by-step instructions for bathing, dressing, feeding, and mobility assistance.
Include best practices for dealing with dementia, handling emergencies, and respecting resident autonomy.
Monitor and Evaluate Performance Regularly:
Offer constructive feedback during monthly check-ins or performance reviews.
Recognize and reward caregivers who go above and beyond in their duties.
When caregivers understand what is expected of them, they are more likely to meet or exceed care standards.
5. Clarify Scheduling, Attendance, and Time-Off Policies
The Challenge:
Inconsistent scheduling, unexpected absences, and unclear time-off policies can cause frustration and staffing shortages.
Best Practices:
Set Clear Work Schedules and Attendance Policies: Inform caregivers about shift expectations, on-call requirements, and overtime policies.
Implement a Fair Time-Off Request Process:
Establish rules for how far in advance caregivers must request time off.
Ensure a fair and equal system for vacation and sick leave.
Have a Backup Plan for Absences: Clearly define how shifts will be covered in case of last-minute call-outs.
Clearly communicated scheduling policies reduce staffing conflicts and prevent last-minute disruptions in resident care.
6. Foster a Culture of Respect and Teamwork
The Challenge:
Caregiving is emotionally demanding, and a toxic work environment can lead to high turnover and low morale.
Best Practices:
Set Expectations for Professionalism and Respect: Establish zero-tolerance policies for workplace bullying, discrimination, or disrespectful behavior.
Encourage Team Collaboration: Create a culture where caregivers support and assist each other rather than working in isolation.
Recognize and Appreciate Hard Work: Regularly acknowledge staff achievements, birthdays, and work anniversaries.
A positive work culture enhances caregiver job satisfaction and promotes long-term retention.
7. Provide Ongoing Training and Career Growth Opportunities
The Challenge:
Caregivers may leave if they feel stagnant or lack opportunities for skill development.
Best Practices:
Offer Continuing Education and Training: Provide advanced caregiving workshops, dementia training, and CPR certifications.
Encourage Professional Growth: Support caregivers who want to pursue higher certifications or move into supervisory roles.
Invest in Leadership Development: Identify caregivers who show strong leadership potential and mentor them for future managerial positions.
When caregivers see opportunities for growth, they are more likely to stay long-term and stay engaged in their roles.
Conclusion:
Setting clear expectations for new caregivers in your Adult Family Home is essential for high-quality care, staff retention, and a positive work environment. Without proper guidelines and structured onboarding, caregivers may feel unprepared, undervalued, or confused, leading to turnover and inconsistent care quality.
To improve caregiver retention and performance, AFH providers should:
✅ Provide a clear job description before hiring to set accurate expectations.
✅ Implement a structured onboarding process to ensure caregivers feel prepared.
✅ Establish open communication channels to address concerns and provide guidance.
✅ Define care quality standards to promote consistent and compassionate care.
✅ Clarify scheduling and attendance policies to avoid conflicts and misunderstandings.
✅ Foster a culture of respect and teamwork to create a supportive workplace.
✅ Offer ongoing training and career growth opportunities to retain top caregivers.
By prioritizing clear expectations and caregiver support, AFHs can build a stable, motivated, and highly skilled team, ensuring better resident care and a thriving home environment.
References:
Family Caregiver Handbook https://www.dshs.wa.gov/sites/default/files/publications/documents/22-277.pdf
Set Realistic Expectations Regarding Caregiver Duties and Abilities https://www.homecaremarketing.com/home-care-industry-research/set-realistic-expectations-regarding-caregiver-duties-and-abilities/
11 Golden Tips for Managing Staff at an Adult Family Home https://www.cornerstonehealthcaretraining.com/article/tips-for-managing-staff-adult-family-home
Managing Caregiver Expectations: How to Set and Stick to Boundaries https://www.caregivercalifornia.org/2024/06/04/managing-caregiver-expectations-how-to-set-and-stick-to-boundaries/
AFH - Caregiver Job Description https://www.careplansnow.com/templates/afh-caregiver-job-description
How to Set Clear Expectations With a Home Care Provider https://www.seniorsacrossamerica.net/post/how-to-set-clear-expectations-with-a-home-care-provider
What Expectations Should I Set for the Caregiver? https://www.caring.com/answers/what-expectations-should-i-set-for-the-caregiver/
6 Tips for Working with a Professional In-Home Caregiver https://www.truelinkfinancial.com/blog/6-tips-for-working-with-a-professional-in-home-caregiver
5 Tips for Setting Realistic Boundaries and Expectations as a Family Caregiver https://blog.highgateseniorliving.com/5-tips-for-setting-realistic-boundaries-and-expectations-as-a-family-caregiver
