Benefits Your Staff Actually Want

Together With:

If you’ve ever said, “We want to be known for our resident experience,” but then been left wondering how to build that—this is your webinar.

Creating Great Resident Experiences Every Day

🗓️ August 20, 2025 | 🕛 12:00 PM EDT | 💡 1 Free NAB-Approved CE Credit

This isn’t another feel-good session. It’s a breakdown of real systems that drive meaningful resident experiences—daily. Scott Wozniak, former Chick-fil-A customer experience leader and now CEO of Swoz Consulting, will walk you through the Resident Experience Engine he’s implemented with healthcare teams nationwide.

You’ll walk away with:

Tools to boost resident trust and feedback
A repeatable rhythm for personalized care
A system for honoring your residents in real-time

Scott brings 20+ years of experience, tested in top brands and refined for the realities of skilled nursing and senior care. Come ready to grab actionable strategies you can plug into your team the very next day.

✅ NAB/NCERS Approved for 1 CE Hour – Approval #20260819-1-A115038-DL

👉 Register now and set the standard for resident experience in your building.

Good afternoon and happy Saturday.

That post about losing CNAs to $50 problems instead of burnout?

It went viral for a reason—because it’s true.

We keep talking about a staffing crisis. But what we actually have is a real-life crisis showing up in the form of call-outs, no-shows, and resignations.

Caregivers aren’t unreliable. They’re choosing between a $90 Uber and groceries. Between leaving their toddler with an 11-year-old sibling or calling out. And we’re still offering pizza parties like that’s going to fix it.

So let’s stop offering surface-level perks and start solving the right problems.

Here are 10 non-traditional, but entirely achievable, employee benefits that actually move the needle:

Elevate your Leadership

1. Transportation Safety Net

Flat tires shouldn’t lead to final warnings.

Offer prepaid Uber or Lyft credits for emergency shifts.
Partner with local taxi companies or a reliable ride-share driver to be on-call for your staff.

2. Childcare Swap Network

On-site daycare is expensive. This isn’t.

Build a vetted, voluntary list of staff willing to trade short-term childcare coverage.
Use a WhatsApp group or Slack channel to connect caregivers quickly.

3. Emergency Micro-Loans

Sometimes, $150 is the only thing standing between you and a no-show.

Offer $100–$300 emergency loans to dependable employees, paid back through payroll.
Helps staff avoid payday loans and short-term crises.

4. Bill Assistance Navigator

Your staff shouldn’t have to choose between their shift and sitting on hold with a utility assistance program.

Assign an HR team member or part-time social worker to help employees find rent relief, food resources, and bill support.

5. Subsidized Car Maintenance

A flat tire costs $120. Losing a trained CNA costs thousands.

Provide $50–$100 annually toward oil changes or minor repairs.
Partner with a trusted local mechanic and direct-bill the company.

6. Uniform and Work Gear Coverage

Scrubs and shoes shouldn’t be a financial burden.

Offer two sets of high-quality uniforms and non-slip shoes each year.
Bonus: tie this to attendance incentives, like Delaney’s team did.

7. Meal Support Program

No one should finish a 12-hour shift and go home to an empty fridge.

Provide take-home meals or snacks after long shifts.
Offer monthly grocery support for staff with kids, or keep $25 DoorDash gift cards on hand for last-minute relief.

8. Legal and Financial Counseling Access

Sometimes the stress your staff carries has nothing to do with work—but it affects work anyway.

Partner with a local legal team or community resource to offer monthly consultations.
Provide access to budgeting or credit counseling—this is preventative care for your team.

9. Flexible Pay Access

Cash flow gaps are real. And they’re costly.

Use tools like TapCheck to offer same-day or next-day pay for hours already worked.
No predatory fees, just dignity and flexibility.

10. Emergency Essentials Pantry

We’ve all had a week where a box of diapers or a can of formula would’ve changed everything.

Keep an on-site stock of basics—baby supplies, OTC meds, hygiene products, shelf-stable meals.
Discreet, free, and accessible when life happens.

These aren’t wild ideas. They’re real, practical strategies to stop losing great people to solvable problems.

You don’t have to roll out all 10 tomorrow. But if you want to start retaining your best team members, pick one this month. Then build.

Because this is the game now—and if you want to win, you have to start playing the right one.

A word from our community:

Every time someone completes the Salary Lens, we ask a simple question: “How can we help?”

This chart is a snapshot of the answers you’ve given — the real challenges you’re facing day to day. It covers everything from staffing and census to regulatory headaches and morale struggles.

Now, according to the data, 22% of you say you’re “sleeping like a baby.” I don’t know if I buy that… but for your sake, I really hope it’s true.

Whenever you're ready, I can help you in a few ways.

Leverage our partnership with CEUSrEZ and purchase NAB-approved, online, self-paced, continuing education courses at a 20% discount here.
Use our free AI-powered Chatbot trained on all 900 pages of CMS Nursing Home Regulations, proprietary processes, and information from decades of skilled nursing leadership experience. Click here.
Sign up for Assisto and keep track of the regulatory environment in your state. Know what deficiencies surveyors cite in real-time and ensure you're not at risk for the same tag. Sign up here.
Take our Salary Lens survey and gain access to the largest database of senior living and SNF leadership salaries in the industry. Check it out here.

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Thanks for reading. Have a wonderful day.

Kevin Goedeke, Publisher and Founder

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