In a recent government meeting, officials discussed ongoing challenges related to employee retention and morale within the department. The conversation highlighted significant turnover rates, particularly in income maintenance and food nutrition sectors, where staff retention beyond two years has become increasingly difficult.

One official noted that while efforts have been made to provide opportunities for staff to transition into different roles—such as moving frontline workers to foster care positions—these measures have not fully addressed the underlying issues. The department is struggling to compete with neighboring counties like Cleveland and Henderson, which offer higher salaries, leading to a loss of talent to these areas.

The discussion also touched on the nature of the work, which is described as emotionally taxing, contributing to burnout and turnover. Officials acknowledged that while the department offers competitive benefits, many employees prioritize immediate financial compensation over long-term benefits, making it challenging to retain younger workers who often leave for slightly higher pay elsewhere.

To combat these issues, the department is exploring various morale-boosting initiatives, including quarterly meetings with staff, appreciation events, and potential partnerships with local businesses for employee incentives. However, officials recognized that these efforts may not be sufficient to address the workload pressures that contribute to employee dissatisfaction.

The meeting concluded with a commitment to improve communication channels for staff to voice their concerns and suggestions, as well as a focus on enhancing the work environment to foster a more positive atmosphere. Despite the challenges, officials expressed gratitude for the hard work of their employees and the importance of maintaining a supportive workplace culture.