Mid-Year Workforce Check-In: Is Your Staffing Strategy Working?

As we reach the halfway point of the year, senior living and long-term care leaders have a valuable opportunity to pause and evaluate what's working, what's not, and where adjustments are needed before heading into the busy second half of the year.

The workforce challenges facing the industry haven't disappeared. Competition for talent remains fierce, turnover continues to impact operations, and many organizations are still balancing agency usage, recruitment demands, and leadership vacancies. A mid-year workforce check-in can help identify gaps before they become larger problems.

Start with the Data

The first step is assessing key workforce metrics:

• Turnover rates by position
• Time-to-fill for open roles
• Overtime utilization
• Agency staffing hours and spend
• Employee engagement and retention trends
• Leadership vacancy rates

Looking at these metrics side-by-side often reveals patterns that may not be obvious day to day. For example, an increase in overtime may signal upcoming retention issues, while extended hiring timelines can indicate a need to revisit recruitment strategies.

Evaluate Your Hiring Strategy

Many organizations entered the year with ambitious hiring goals. Now is the time to ask:

• Are open positions being filled quickly enough?
• Are new hires staying beyond their first 90 days?
• Which recruiting channels are producing the best candidates?
• Are critical leadership positions adequately covered?

If vacancies remain open for extended periods, the issue may not be candidate availability alone. Outdated hiring processes, slow decision-making, or limited sourcing strategies can all contribute to missed opportunities.

Review Agency Dependence

For many operators, reducing agency usage remains a top priority. A mid-year review should include:

• Current agency spend compared to budget
• Trends in agency hours by department
• Impact on continuity of care and team culture
• Progress toward permanent hiring goals

Organizations that actively monitor agency utilization throughout the year are often better positioned to control costs and improve workforce stability.

 In fact, many organizations find that reducing agency use starts with leadership consistency and operational stability. Learn more in our article, How Leadership Stability Reduces Agency Dependence & Improves Retention.

Don't Overlook Leadership Stability

Strong leadership teams play a critical role in workforce retention and operational performance. Vacant administrator, executive director, director of nursing, or department leadership positions can create ripple effects throughout a community.

Mid-year is an ideal time to evaluate leadership coverage and succession planning efforts. If key positions are vacant or turnover risk exists, proactive planning can help prevent disruptions later in the year.

If succession planning hasn't been formalized, now is the time. A proactive leadership pipeline can help prevent disruptions before vacancies occur. For additional guidance, read Post-Acute Leadership Transitions: A Step-by-Step Succession Planning Guide and Developing a Succession Plan Takes Great Care. 

Prepare for Fall and Winter Workforce Demands

The second half of the year often brings new challenges, including census fluctuations, seasonal illnesses, PTO requests, and year-end turnover.

Questions to consider include:

• Do you have adequate staffing plans for peak periods?
• Are recruitment pipelines strong enough to support future needs?
• Are leadership contingency plans in place?
• Have retention initiatives been evaluated and refreshed?

The organizations that begin preparing now are typically better equipped to navigate staffing challenges when demand increases.

Turn Insights into Action

A workforce check-in is only valuable if it leads to action. After reviewing your data, identify two or three priorities that will have the greatest impact on workforce stability during the remainder of the year.

Whether the focus is reducing agency dependence, accelerating hiring, strengthening leadership coverage, or improving retention, small adjustments today can create meaningful results by year-end.

Many workforce challenges that surface during a mid-year review—from turnover and agency dependence to leadership vacancies—are interconnected. Exploring these issues through a workforce strategy lens can help organizations move from reactive staffing decisions to long-term stability. For additional insights, read The True Cost of Hiring Healthcare Leadership Internally.

The most successful senior living and long-term care organizations treat workforce planning as an ongoing strategy rather than a reactive response. Mid-year is the perfect time to ensure your staffing strategy is positioned to support both your team and the residents who depend on them.