Understanding and Preventing Employee Turnover

Child welfare agencies have identified worker turnover as a particularly problematic organizational issue. In children’s mental health agencies, turnover also seems to be an issue for residential care services. Do people voluntarily leave child welfare and children\u27s mental health organizations because of the work itself, because of the workload, or because they find “success” difficult to experience? These are often given as reasons by departing employees, but to develop a comprehensive understanding why turnover takes place in these organizations, this paper looks at the research on turnover in organizations generally and in child welfare and children\u27s mental health organizations specifically. Research on unwanted employee turnover has produced thousands of articles. We begin by exploring the major themes in this literature and then relate these themes to research done in human services organizations, and child welfare and children\u27s mental health organizations specifically. We conclude with a list of research questions to pursue in our study of workers’ experiences in the workplace

Professional Burnout in Social Service Organizations: A Review of Theory, Research and Prevention

This paper provides an overview of research on burnout in human service workers, with an emphasis on findings relevant to social workers and other professionals in child welfare and children’s mental health and the organizations that employ them. It is intended to inform the reader about the developments in burnout research since the phenomenon was initially described, and to identify some issues and questions that need further study. Part one of the paper begins with a discussion of several definitions of burnout and its components. Part two outlines the variables that have been identified by research as antecedent to burnout, and as consequences of burnout. Part three describes several theoretical models that have been used to explain the causes of burnout and its relationship to other forms of stress, coping and organizational processes. Part four reviews and critiques some prevention literature, and offers additional thoughts for consideration when intervention is planned

The Experiences of Minority Immigrant Families Receiving Child Welfare Services: Seeking to Understand How to Reduce Risk and Increase Protective Factors

Wide recognition that families in the child welfare system experience multiple stressors has resulted in the development of a range of prevention and intervention strategies at individual, family, and policy levels.1 This article reports on a research study with minority immigrant families. The aim was to understand stressors they perceived as contributing to child welfare interventions, and services they found helpful or unhelpful. Using the conservation of resource (COR) theory, the findings highlight the erosion of resources that increases their vulnerability. Themes that emerged were: loneliness, betrayal, hopelessness, and financial and language struggles. Application of the COR theory combined with contextual insights from participant perspectives can guide policy and practice to focus on resource gain and prevent resource attrition

A Workplace Study of Four Southern-Ontario Children’s Aid Societies (FULL REPORT)

Rationale Children’s Aid Societies have experienced extensive change since the implementation of recent child welfare reforms in Ontario. Agencies are facing a number of challenges including recruiting and retaining staff, high workloads, extensive requirements for documentation and administration, and less time to serve families and children. The purpose of this study was to understand employee experiences as workers in child welfare. Research Design A survey was distributed to employees of four children’s aid societies. Completion of the survey was voluntary and all individual responses were kept confidential. Completed surveys were returned directly to researchers. Six to eight months after the distribution of the survey, employees voluntarily participated in a series of targeted focus groups. Focus groups were used to facilitate the interpretation of survey results. Survey Results Four hundred and three surveys were completed (for a return rate of 49.3%). Forty-nine percent of employees reported low levels of intention to leave, and 12% reported strong intention to leave their organization. However, intention to leave among direct service workers was higher at 15%. Forty-six percent of all employees who responded to the survey indicated high levels of overall job satisfaction, and even among direct service workers, 42% reported high levels of overall job satisfaction. However, 43.5% of direct service workers also reported being highly emotionally exhausted. Thirty-nine percent of all employees responding to the survey reported high levels of emotional exhaustion, suggesting that high levels of stress are affecting a significant proportion of individuals working in child welfare organizations. Twenty-nine percent of all respondents scored in the high range on a scale measuring an unfeeling or impersonal response to clients; among direct service workers, 39% were high on this scale, and among direct service workers in Intake departments, 49% reported high scores in terms of an impersonal and unfeeling response to service recipients. Focus Group & Survey Comment Results The experience of child welfare work itself was mixed. Feelings of gratification were associated with believing one’s work is important and meaningful, and dissatisfaction was linked to increased documentation and less time for client contact. Employees emphasized the importance of a solid team, collegial support, and supervisory support in counterbalancing dissatisfaction with the work itself. A perception of inadequate support from the organization and a lack of resources (both within the organization and in the broader community) were identified as problems. Employees reported needing more equitable distribution of caseloads, improved communication between departments and from management, and the establishment of an agency culture that cares for the well being of all employees. Discussion & Implications Despite experiencing high levels of emotional exhaustion, almost half of all survey respondents reported being highly satisfied 4 with their jobs. This is an interesting paradox that warrants further study. We suspect that the paradox is related to the female dominated workforce in child welfare agencies, and the tendency of women to sacrifice their own needs for those they see as requiring care. We argue that current levels of emotional exhaustion among employees in child welfare are unacceptable. Emotional exhaustion is clearly a significant contributor to employee turnover. Policies and practices that promote a more balanced approach to the work, as well as fostering cultures that are both caring and committed to service excellence are needed. The relatively high rates of depersonalization especially among DSWs raises concerns about the attitudes of some workers towards the families receiving child welfare services; do unfeeling and impersonal responses contribute to resistance and a lack of cooperation from some families? Employees are very satisfied with the intellectual challenge of the work. Job satisfaction could be increased by maintaining the intellectual challenge and, at the same time, improving the “doability” of the job. Employee turnover will improve as ways are found to decrease emotional exhaustion, improve workers’ perceptions of being treated fairly, and improve job satisfaction

Experiences of adults abused as children after discharge from inpatient treatment: Informal social support and self-care practices related to trauma recovery

This qualitative study explored adults’ perceptions of experiences that were helpful and unhelpful to their recovery from the traumatic effects of childhood physical and sexual abuse. The authors conducted in-depth interviews with 30 participants approximately 6 months after discharge from an inpatient trauma treatment program. Participants reported that barriers to recovery postdischarge were lack of follow-up support immediately after discharge, social isolation, lack of friends, problems with partners, and lack of emotional support from family members. Facilitating factors were concrete support from family and friends; emotional support, particularly from friends; developing a social network unrelated to the abuse history; and continuing self-care strategies learned in the inpatient program. Implications for community-based mental health professionals are discussed

A Workplace Study of Four Southern-Ontario Children’s Aid Societies (SUMMARY REPORT)

Children’s Aid Societies have experienced extensive change since the implementation of recent child welfare reforms in Ontario. Agencies are facing a number of challenges including recruiting and retaining staff, high workloads, extensive requirements for documentation and administration, and less time to serve families and children. This paper explores employee experiences as service providers in child welfare. A survey was distributed to employees of four Children’s Aid Societies and employees participated in a series of focus groups. The paper discusses how workplace experiences contribute to job satisfaction, to stress and burnout, and to staff turnover. Actions organizations can take to improve the workplace and to reduce turnover and stress are discussed

A Workplace Study of Three Children’s Mental Health Centres in Southern Ontario

Rationale Recent cuts to resources for children and families requiring children’s mental health services coupled with an increase in the number of children needing these services have left staff in many agencies feeling extremely challenged in providing positive service environments for children and families. In this context, agencies are faced with the challenge of providing working environments that attract and retain staff, particularly in children’s residential mental health services. The purpose of this study was to explore sources of job satisfaction and stress, and why employees stay with and leave these organizations, in an effort to understand what contributes to a positive work environment in children’s mental health services. Research Design A survey was distributed to employees of three children’s mental health services agencies. Completion of the survey was voluntary and all individual responses were kept confidential. Completed surveys were returned directly to researchers. Survey Results Ninety-eight surveys were completed (for a return rate of 44.3%). Forty-eight percent of employees reported low levels of intention to leave, and 18% reported strong intention to leave their organization. However, strong intention to leave ranged from 13.5% to 35.3% across the three participating children’s mental health agencies. Over 55% of all employees who responded to the survey indicated high levels of overall job satisfaction. Across the three participating agencies overall job satisfaction ranged from 43.2% to 70.6%. The majority of respondents, however, were only moderately satisfied with salary and benefits, as well as with promotion availability and process. Twenty-three percent of all employees responding to the survey reported high levels of emotional exhaustion, suggesting that high levels of stress are affecting almost a quarter of survey respondents. However, the majority of respondents reported low to moderate levels of emotional exhaustion. Over 70% of children’s mental health employees who responded to the survey reported high levels of personal accomplishment, or a feeling of competence and successful achievement in their work with people. Discussion & Implications The majority of employees in all three organizations are only moderately satisfied with the financial rewards and benefits, and in all of the organizations it seems that the front-line staff are the group least satisfied with this aspect. Front-line staff and clinicians are more likely to be high on intention to leave, and less likely to be highly satisfied with their jobs overall. They are less likely to feel that their jobs are highly “doable” and more likely to be unsatisfied with promotional opportunities. Clinicians, along with front-line staff, are also less likely than employees in other positions to be highly satisfied with their pay. Overall job satisfaction, while in the high range for 55% of children’s mental health employees as a whole, varies considerably across the three organizations. Employees with low job satisfaction are 4 more likely to have high levels of emotional exhaustion and depersonalization, to perceive a lack of fit between their personal values and goals and those of the organization (image violation), and to see the employment relationship as inequitable. The scales that are statistically associated with high intention to leave for all three organizations include “perceived inequitable employment relationship” and “image violation”. It may be that those employees who are feeling most strongly about pay levels and limited promotional opportunities perceive that they are giving more than they are receiving from the organization

Effects of a pain self-management intervention combining written and video elements on health-related quality of life among people with different levels of education

Combining written and video material could increase the impact of health education for people with less education, but more evidence is needed about the impact of combined materials in different formats, especially in the context of chronic pain self-management. This study tested the impact of combining written information about self-managing chronic joint pain, which used language at a high reading level, with a DVD containing narrative video material presented directly by patients, using language at a lower reading level. Physical and mental health-related quality of life (36-item Short Form Health Survey) was measured among 107 men with hemophilia before and six months after being randomly assigned to receive an information booklet alone or the booklet plus the DVD. Analysis of covariance was used to compare health outcomes between randomized groups at follow-up, using the baseline measures as covariates, with stratified analyses for groups with different level of education. The DVD significantly improved mental health-related quality of life among those with only high school education. Video material could therefore supplement written information to increase its impact on groups with less education, and combined interventions of this type could help to achieve health benefits for disadvantaged groups who are most in need of intervention.This work was supported by the Haemophilia Society UK and the Institute for Health Policy and Research, London Metropolitan University. Baxter and Bayer Healthcare also made small contributions to the costs of the DVD production

Understanding and Preventing Employee Turnover

Child welfare agencies have identified worker turnover as a particularly problematic organizational issue. In children’s mental health agencies, turnover also seems to be an issue for residential care services. Do people voluntarily leave child welfare and children\u27s mental health organizations because of the work itself, because of the workload, or because they find “success” difficult to experience? These are often given as reasons by departing employees, but to develop a comprehensive understanding why turnover takes place in these organizations, this paper looks at the research on turnover in organizations generally and in child welfare and children\u27s mental health organizations specifically. Research on unwanted employee turnover has produced thousands of articles. We begin by exploring the major themes in this literature and then relate these themes to research done in human services organizations, and child welfare and children\u27s mental health organizations specifically. We conclude with a list of research questions to pursue in our study of workers’ experiences in the workplace

A Workplace Study: Follow-Up Research Report

In response to the Partnerships for Children and Families Project\u27s study of Canadian child welfare workers that unexpectedly found participants scoring high on a measure of emotional exhaustion (burnout), and at the same time, high on overall job satisfaction, a qualitative study of 25 child welfare workers\u27 experience of emotional exhaustion and job satisfaction was undertaken. This analysis was guided by several key questions including what are the personal qualities, workplace and organizational context, and coping skills that employees identify as being a part of their experiences of emotional exhaustion and job satisfaction