caring for carers: practical wellbeing strategies for aged care teams.

Our research found that 60% of workers would choose a less stressful role over higher pay. This is particularly relevant in a high-pressure field like aged care, where emotional toll and burnout are common risks for employees.

While remote work isn't always an option in aged care, the desire for flexibility is real. Our data shows that 59% of workers would trade a higher salary for greater control over their working hours.

For long-term retention, beyond pay and flexibility, employees are driven by managerial support for career development (68%) and a connection to shared organisational values (67%). This suggests that building a culture of care and support is essential to keeping your team for the long haul.

• Regular Check-ins: Don't wait for a specific day to check in. Make asking "R U OK?" a regular part of your leadership style. This simple question, when followed by genuine listening and action, can make a significant difference.
• Feedback Mechanisms: Establish anonymous feedback channels to allow employees to share their experiences and suggestions regarding workplace wellbeing without fear of judgement.
• Lead by Example: Openly discuss the importance of mental health, share your own strategies for managing stress (where appropriate), and demonstrate a commitment to work-life balance.

• Easy Access to Professional Help: Ensure employees have clear and confidential pathways to mental health support, such as Employee Assistance Programs (EAPs) or partnerships with local mental health services. Promote these resources regularly.
• Mental Health First Aid Training: Train key team members in Mental Health First Aid to equip them with the skills to recognise, understand, and respond to signs of mental health challenges in their colleagues.
• Utilise Government resources: The Department has a range of resources and recommendations on how to improve employee wellbeing and manage stress in aged care workplaces.

• Adequate Staffing and Resources: Advocate for and implement appropriate staffing levels to reduce workload pressures and ensure employees have the time and resources to provide quality care without feeling overwhelmed.
• Flexible Work Arrangements: While you can't generally offer remote work, you can provide time flexibility. Could you offer flexible start and finish times? Can you minimise back-to-back shifts or last-minute roster changes that contribute to burnout? Giving your staff input into their work schedule demonstrates that you respect their time and personal lives, which our research shows is a highly valued trade-off.

• Resilience Training: Provide workshops and training programs focused on building resilience, stress management techniques, and coping strategies for dealing with emotionally challenging situations.
• Communication Skills: Offer training in effective communication, particularly for handling difficult conversations with residents, families, and colleagues.
• Language and Cultural Support: For migrant workers, consider offering language proficiency training and cultural assimilation support to reduce acculturation stress and foster a more inclusive environment.

• Ergonomic Training and Equipment: Provide training on proper manual handling techniques and ensure access to ergonomic equipment to prevent injuries -  a common issue in aged care.
• Health Checks and Vaccinations: Facilitate access to annual health checks and vaccination services to protect employees' physical health and prevent the spread of illness within facilities.
• Wellness Programs: Implement holistic wellness programs that encourage physical activity, healthy eating, and other lifestyle choices that contribute to overall wellbeing.