The Burn Out is Real: What I Wish CEO’s Knew About Activity Professionals!
This. Breaks. My. Heart!
In the world of engagement there are many Facebook group pages for people who lead programming and activities.
This is their safe space to network, share ideas, learn from one another and honestly vent when things are hard. Is venting the answer? No! But it is the reality. In these pages they feel heard. Validated. Understood.
What I Wish CEO's Knew
I wish that they could peruse these sights to really understand the sentiment of these passionate people who want to do great things, but do not feel it is possible. Whether budget, support, leadership, or resources. They are begging for more. Begging for answers. They are torn because they love their job, the residents and families. But they feel invisible.
They ask about what movies to show. What music to play. How to celebrate Mother’s Day. Their desire for success and changing lives is palatable.
A Post About Burn Out
53 comments followed with 90% agreeing to burnout and leaving the space. They have found reprieve in cubicles, odd jobs, a new industry, training to do something different.
Good Intentions
In almost 15 years of working with engagement directors I can count on 2 hands the number of people who started this role with ill intentions. People are hired, and desperately want to do this job well. They want to change lives. Provide purpose and meaning in the lives of older adults. But, they do not know what they do not know. This is not an easy skillset you just step into. This is not arts and crafts. Fun and games. Nor is the internet full of great ideas that are dignified, meaningful or evidence-based. A monthly subscription to activity planning resources is also not the answer.
53 people in one day want to leave their job. Are they replaceable? Of course...I mean maybe. But what is not replaceable is all the knowledge and discovery they have gained in conversations, bonding, learning about the residents; the quirks, personality, what makes them smile, what makes them mad, what they enjoy. Not the parties or the events, rather the simple, organic quiet moments not highlighted in photos or website collateral.
When this person leaves your community they take with them secrets and stories that may never be discovered again. How often do you like to tell your life story to a new employee. We hire new people and the blank slate starts over. Our advice, just go get to know the residents. Easier said than done. What if the residents are tired of having to get to know new people. What if their story is diluted. Stories about a lifetime do not reveal themselves in a 15 minute conversation. Stories trickle out in chapters. Page by page, day by day. Not intake forms or an open ended question about “who you were in your life.”
It's Not a People Problem
In the beginning, I didn't provide the support people needed. I created what I thought were the right programs. I created standards. But I didn't listen enough. I didn't observe enough. I got pushback. I lost trust. I wasn't close enough to the people that needed and depended on my leadership to grow them into successful engagement professionals. You have to sit in their shoes. You have to listen to all the different comments from residents. You have to accept that one size does not fit all. For every great program you put on there is someone telling you it was wrong. Silly. Not what they wanted. This is human nature. A diverse group of people from every walk of life will never like the same things just because they are older and live under one roof! I have been yelled at. Cussed at. Told my ideas were stupid. Threatened with move outs if things didn’t change.
I think we have a time issue. Not enough time investing in our people. Not enough time listening. Not enough time training and equipping. Not enough time explaining budget constraints. Not enough time setting clear expectations. Not enough time hiring and selecting the right fit. Not enough resources, and resources are not just about dollars. Time is the resource they desire most. Time management. How to do it all, every single day. How to clock out and know you made a difference despite criticism. It’s not about minutes spent DOING. It’s about the IMPACT of efforts. Everything does not need to be a production. It just needs to be real; not distracting or entertaining.
This Week...
Do one thing this week. Observe an offering. Provide support. Pull them aside for 5 minutes and tell them something they do well. Show them you notice their efforts. Even if you think it could be better, different, more engaging. Provide instruction. Give ideas. Lead a morning coffee chat. Step in for 15 minutes and tell them "I've got you right now." Ask if they feel burnt out...and listen. Ask what is missing. Ask what skills they need to develop to feel successful. Ask the hardest part of their job. You don't need to "fix it" or "solve it" right then. Just listen to what they tell you.
https://www.facebook.com/groups/694940873931517/permalink/5974301462662072/
You can read the comments for yourself.
Resources
Invest in your people. Evolve is coming up and it is a positive, uplifting experience for this group of individuals. No venting, no complaining. Just ideas. Solutions. Support. Training. Education. Practical application. Advice. How to build community. How to advocate for yourself. How to be an occupancy builder. How to facilitate and lead programs.
Give them time to learn. Positive Networking! Swap an entertainer or a monthly paid vendor to give them real training and insights.
15 Minutes
I promise you, 15 minutes a week of time invested will change this string of comments. It will change your programs. It will change your culture. It will change your turnover metrics. It will change your hiring practices. It will change our industry!