Discover best practices for retaining top talent in PACE programs. Learn how mission alignment, staff development, and wellness strategies can reduce turnover and build a stronger workforce.

<p>As PACE (Programs of All-Inclusive Care for the Elderly) organizations expand to meet the needs of a growing aging population, their success hinges on a dedicated, mission-driven workforce. Yet, many PACE programs struggle with high turnover, burnout, and staffing shortages—especially in key clinical and support roles. In an increasingly competitive labor market, retaining top talent is not just a human resources priority—it’s essential for sustaining quality, continuity, and compassionate care.</p>

<p>At Cross Country Workforce Solutions Group, we understand the unique challenges and opportunities facing PACE organizations. Here are the top strategies we’ve seen make a meaningful impact on workforce retention:</p>

<h2>1. Hire for Mission Alignment</h2>
<p>PACE programs require a special kind of healthcare professional—those who are not only clinically competent but deeply aligned with person-centered, long-term care values. During recruitment, emphasize your organization's mission and assess candidate fit through behavioral interviews that explore compassion, adaptability, and collaboration.</p>

<p><strong>Tip:</strong> </br>
Develop an "Employee Value Proposition" (EVP) that clearly communicates why working in your PACE organization is meaningful and rewarding.
 </p>


 <h2>2. Invest in Onboarding and Continuous Training</h2>
 <p>Retention starts on day one. A comprehensive onboarding process that includes shadowing, mentorship, and PACE-specific education fosters early engagement. Beyond onboarding, offer ongoing professional development, clinical upskilling, and cross-functional training.</p>

 <p><strong>Tip:</strong></br>
Build customized learning pathways for CNAs, nurses, therapists, and care coordinators to promote internal mobility and reduce attrition.
 </p>

 <h2>3. Foster Team-Based Care and Collaboration</h2>
<p>PACE is inherently interdisciplinary, yet siloed communication is still a common issue. Encourage daily huddles, cross-disciplinary case reviews, and shared decision-making models. When staff feel heard and supported, they’re more likely to stay.</p>

<p><strong>Tip:</strong></br>
Celebrate team wins—whether clinical or operational—to build camaraderie and a sense of purpose.
 </p>

<h2> 4. Promote Work-Life Balance and Wellbeing</h2>
<p> Caregiving is emotionally and physically demanding. Burnout is one of the leading causes of turnover in elder care. Consider flexible scheduling, mental health support, and realistic productivity expectations to help your staff thrive.</p>
<p> <strong>Tip:</strong></br>
Implement pulse surveys to identify early signs of fatigue or disengagement and respond with targeted wellness interventions.
</p>


<h2>5. Recognize and Reward Excellence</h2>
<p> Small gestures go a long way. Recognizing staff for their contributions—whether through formal programs or spontaneous appreciation—reinforces their value. Consider employee recognition platforms, retention bonuses, or spotlight features in internal newsletters. </p>
<p> <strong>Tip:</strong></br>
Involve participants and families in employee recognition efforts—firsthand praise from those they serve is especially meaningful.
</p>


<h2>6. Build Career Pathways Within PACE</h2>
<p> One of the most powerful retention tools is opportunity. Map out career ladders within your PACE program and offer tuition assistance or certifications to help staff grow within your organization rather than looking elsewhere.</p>
<p><strong> Tip:</strong></br>
Create mentorship programs that pair newer staff with experienced team members to foster growth and loyalty.
</p>


<h2> 7. Partner with Workforce Experts</h2>
<p> Sometimes, internal efforts need external support. Partnering with a workforce solutions provider that understands the unique demands of PACE programs can accelerate your recruitment and retention goals. At Cross Country Workforce Solutions Group, we offer scalable staffing models, clinical workforce consulting, and strategic talent pipelines tailored to PACE organizations.</p>

<p> Retaining talent in PACE organizations requires more than competitive salaries—it demands a holistic, human-centered approach that aligns with the mission of delivering comprehensive, dignified care to older adults. By implementing these best practices, PACE leaders can build a resilient workforce ready to meet the growing needs of our aging population. </p>

<h2>Need help optimizing your PACE workforce strategy?</h2>
<p>Let Cross Country Workforce Solutions Group be your partner in building a more stable, engaged, and mission-aligned team.</p>

<p><a href="https://www.crosscountry.com/wsg/contact-us" target="_blank">Contact us to learn how we support PACE programs nationwide.</a> </p>



Retaining Talent in PACE Organizations: Best Practices

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