Why Shaping Workforce For Future Decades Isn’t Just About Wages, Marketing For SanStone

 Industry leaders looking to boost staffing numbers in 2022 and beyond can no longer sit on the sidelines expecting workers to join the sector simply based on a company’s marketing efforts or increased wages.

Instead, those at the helm of nursing home companies should take an active role in getting young people introduced to the sector as soon as possible — such as setting up summer internships for teenagers.

That’s according to Jennifer Robinson, who ascended to the president role at SanStone Health and Rehabilitation last July.

“As a company we’re making strides to start building those interactions and relationships as early as elementary ages. It’s fundamental, I believe, to help our youth feel comfortable in a skilled nursing setting,” Robinson said recently on an episode of the Skilled Nursing News Rethink podcast. 

SanStone has also bolstered its workforce by focusing on internal growth and the creation of succession plans. That planning led Robinson to the role she is in today.

What is accomplished now can shape the workforce for the next 10 to 20 years, she said.

Highlights of Robinson’s podcast, edited for length and clarity, are below. Subscribe to Rethink via Apple Podcasts, Google Podcasts, or SoundCloud.

On SanStone’s succession plans and growing from within:

I think when you grow internally it comes with its advantages and, honestly, it comes with some disadvantages too.

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