This is especially important when training providers for in-home care. Organize training in such a way that it promotes cohesive, supportive relationships among providers. This will encourage the providers themselves to develop a learning community of shared ideas and mutual emotional support. Encourage monthly support group meetings for providers by offering space and refreshments in a relaxed atmosphere. Let providers decide whether meetings will focus on specific topics or be an opportunity to exchange ideas.
Financial incentives can also increase the retention rate for providers.
These include both direct incentives, such as clearly defined schedules for pay raises, and indirect incentives, such as paid vacation and medical leaves, family leave time, medical and pension benefits, and automatic savings plans. Take time to mentor providers so they can speak publicly about the program and assist with recruiting. In this way, providers not only develop self-esteem but also lighten the work load for the staff. Providers who know and believe they are vital to a program will become the program's best advocates, encouraging others to become providers as well. D. is director of the Family Tree Crisis Nursery project at San Juan College in Farmington, New Mexico.