Does my service portfolio fit the location, which strategies promise more success?
I would like to grow and expand my concepts, how do I find suitable care businesses or properties?
Is the location suitable for my concept, what is the market potential and what does the competitive environment look like?
Is your care business facing structural or economic challenges?
How does my business perform compared to the competition, what are my strengths and weaknesses?
How do I ensure that my services are sufficiently remunerated and how do my prices fit into the competitive environment?
Are my costs on par with the competition or is there potential for savings?
Is my healthcare business suitable for more complex forms of housing and care?
How do I achieve a fair market price when selling my business?
What instruments and tools should operators use to retain staff and find new employees?
Of course, TERRANUS does not place employees for operators, we are not a recruitment agency. But what we do offer: together with the operators, we sound out where there is scope for cooperation and analyse how the business could better position itself amongst the competition for nursing staff.
The key factor in times of acute shortage of nursing staff is staff retention.
This includes a substantial concept for active health promotion as well as excellent team leadership and modern staff rooms. Digital technology and tools also strengthen the team’s loyalty to the business. Young people in particular are enthusiastic about ultra-modern, networked workplaces, a comprehensive digital infrastructure that offers optimised networking and a smooth flow of information. Assistive technologies and administrative organisational aids reduce the work overload as well as the burden on carers and lead to higher professionalism and attractiveness of the employer. This is a decisive competitive advantage, because according to studies, employees attach great importance to the quality of care in the facility in terms of job satisfaction. This is followed by fair pay, a positive working atmosphere with social support, and an improved work-life balance, for example by offering a company kindergarten. Support in professional development, a high degree of autonomy and creative possibilities in daily work, collegial exchange and supervision in psychosocial crisis situations also have a significant influence. Another parameter is the management of a facility. Attractive employers trust their employees and treat them with a high degree of appreciation. For this reason, many care-givers would like to see coaching sessions for managers in order to strengthen career planning skills and a management style that involves employees in decision-making processes.
In the search for professionals, operators should definitely also include new social recruiting tools as well as digital employee recommendations and messaging channels. The generation of digital natives in particular lives in a networked world, is active predominantly on digital channels and wants to be addressed and found by potential employers. And 90 per cent of the over-forties today also inform themselves about the employer on the career websites of a company and expect detailed information there.