In our latest virtual town hall, we dived into the critical aspects of staffing and training in sober living homes, drawing on the insights and experiences of sober home operators. Whether you’re promoting from within or hiring externally, ensuring the right staff is in place is essential for maintaining a safe and supportive environment for residents in recovery. Below, we recap some of the key points and questions addressed during the session.
Promoting Residents to House Managers
One of the most common practices in sober homes is promoting residents to house managers. But how do you choose the right person for the role? According to our discussion, the ideal candidate is often someone who has completed the program, has a stable job, and is consistent in their recovery. Their duties may include administering drug tests, leading house meetings, and verifying meeting sheets. While owners often handle rent collection, house managers play a vital role in ensuring day-to-day operations run smoothly.
A key takeaway was that although house managers are technically part of the staff, they are still residents and must follow the same rules as everyone else. While they may receive perks like free or discounted rent, they still adhere to curfews and attend regular meetings.
Hiring External Staff: Where to Find the Right Fit
For homes that prefer to hire externally, the question becomes: where do you find staff? The answer depends on the role. For positions requiring clinical experience, job sites like LinkedIn or Indeed are great resources. However, for more entry-level roles, leveraging social media and professional networks can yield trustworthy referrals.
Another important point raised was the value of certifications such as CPR, first aid, or peer recovery coaching. These qualifications can give staff members the skills needed to handle emergencies or support residents through challenging moments.
The Interview Process: Even for Former Residents
Even when promoting a resident to house manager, conducting an interview is essential. Presenting them with common scenarios they’ll face in the home allows you to gauge how well they’ll manage under pressure and if their approach aligns with your expectations. The goal is to ensure they can confidently handle situations if you’re unavailable.
Training: Learning by Doing
Training new staff, whether internal or external, involves showing them the ropes and then allowing them to take charge under supervision. Many people learn best by doing, so giving them hands-on experience is crucial. Once the training period is over, having a clear handbook or written resources for them to refer back to ensures consistency and confidence in handling daily challenges.
Conflict Resolution and Crisis Management
Staff need to be equipped to handle both conflict between residents and more severe crises like overdoses. De-escalation techniques were emphasized as key, ensuring staff members can keep the environment safe without necessarily solving the problem themselves. For crises such as overdoses, making sure they know where naloxone is located and how to use it can be life-saving.
Adapting to Change: Implementing New Policies
When it’s time to implement new policies or tools, transparency is critical. Explaining the reasons behind a change helps staff understand the benefits and adapt more easily. Providing clear, concise documentation about what’s changing is just as important. While staff may push back on changes, listening to their concerns while standing firm on decisions ensures smoother transitions.
Staff Retention: Keeping Your Team Engaged
Once you’ve found and trained the right staff, retaining them becomes the next priority. Regular check-ins, whether through house meetings or one-on-ones, are crucial for ensuring staff feel supported. Encouraging communication and staying in tune with day-to-day operations through shift reports or daily updates keeps the team aligned and proactive.
Burnout is another challenge in sober living homes, where house managers are often on-call around the clock. Providing staff with scheduled time off or stepping in yourself from time to time can help prevent burnout and extend their tenure with your organization.
Handling Turnover: Having a Backup Plan
Despite your best efforts, turnover happens. When it does, having a backup plan is essential. Promoting a senior resident as an interim house manager can be a practical solution while you look for a permanent replacement. It helps maintain continuity and gives the resident valuable leadership experience.
Final Takeaways: Be Firm, Confident, and Empathetic
As the town hall wrapped up, one of the most valuable pieces of advice shared was the importance of being both firm and empathetic. In recovery environments, people will make mistakes, and staff need guidance and mentorship. But as the leader, it’s vital to uphold rules and policies to keep everyone safe. Balancing compassion with accountability ensures that you’re fostering both a supportive and structured environment.
This town hall offered valuable insights for anyone managing a sober living home. Whether you’re promoting from within or hiring externally, the focus should always be on finding the right fit, providing thorough training, and maintaining strong, supportive relationships with your staff.
Want to make sure you’re signed up for the next town hall? Reach out to info@onestepsoftware.com