Behavior University : Boosting RBT Retention

Home
Blog
Boosting RBT Retention

Boosting RBT Retention

Key Takeaways

Three primary types of organizational commitment are affective, normative, and continuance (Al-Jabari & Ghazzawi, 2019)—each playing a unique role in promoting long-term retention and satisfaction among staff.
No-Cost ideas to build these commitments for RBTs include fostering positive interactions, aligning values, and balancing the job's costs and benefits.
Retaining staff is challenging, but our online RBT training policies help. If a staff leaves mid-training, you can reassign it to another person at no extra cost.

In today’s fast-paced, globally connected world, organizational commitment (OC) is more important than ever. Registered Behavior Technicians (RBTs) now have more job options and flexibility, making it easier to explore new opportunities. However, with this flexibility comes a challenge for organizations: how to retain talented team members who may be tempted to seek opportunities elsewhere. Strengthening organizational commitment can play a vital role in fostering loyalty, reducing turnover, and building a cohesive, motivated team.

Organizational commitment (OC) is generally considered the level of an individual's identification and involvement within a particular organization. It tends to predict whether people will stay at a job. Since our world has become more connected and mobile, there's a lot more opportunity in a global marketplace. But, there is a downside. More job opportunities also could mean higher chances that an RBT leaves an organization.

So what can you do to help RBTs feel connected with your organization and its mission? Al-Jabari & Ghazzawi (2019) discuss their thoughts on the ingredients to successfully cultivate organizational commitment. There are obviously many more factors than listed here that affect whether a person stays or leaves an organization. But, here are three of the commitment pieces you can put together to increase chances for retention. Plus, we added a few (no-cost) ideas about how this could look in your ABA practice.

Affective Commitment

Affective Commitment refers to a person’s positive feelings toward an organization, often driven by an emotional connection and a sense of belonging. When an RBT experiences affective commitment, they’re likely to stay with the organization because they genuinely enjoy being part of it and believe in its goals. In the ABA field, fostering affective commitment can lead to a more cohesive and motivated team, as RBTs feel a stronger connection to their colleagues and the mission they are collectively working toward. From an ABA practice owner’s perspective, you can think of this in terms of pairing reinforcing stimuli with your organization. These stimuli of course can be tangible, social, etc. Let’s talk about something that is no extra cost to your practice, but can still increase affective commitment for your staff!

What you can do: Take 1 minute at the start of each workday to plan a small action to increase positive interactions. Actions could include acknowledging RBTs' efforts and accomplishments, giving specific praise for desired work behaviors, engaging in positively worded small talk, or simply smiling more often when you interact. As you may have already experienced with clients, these little moments can add up, gradually building stronger and more positive relationships within the team. Positive, frequent interactions can create a supportive environment, where RBTs feel genuinely valued. In turn, this can help develop stronger affective commitment. We encourage our staff to do this with clients, so remember it can apply to your organization as well!

Normative Commitment

Normative Commitment is an RBT’s perceived attachment to organizational goals or loyalty to the ABA profession. This type of commitment is influenced by a sense of duty or moral obligation, where RBTs stay because they feel it’s the right thing to do. When an organization’s values and mission align closely with those of the RBT, it can enhance normative commitment, creating a sense of purpose and reinforcing a long-term commitment to the organization. This is particularly beneficial in an ABA setting, where commitment to client outcomes and ethical standards is essential.

What you can do: Clearly communicate your organization’s values during the hiring process to give RBT candidates a chance to assess if they align. This not only helps in selecting candidates who resonate with your mission but also lays the foundation for a values-driven work environment. Additionally, have direct conversations during the interview or throughout employment about what matters most to the RBT. Once you understand their personal goals and values, you can find natural ways to demonstrate how their work aligns with these values, strengthening their sense of commitment and connection to the organization.

Continuance Commitment

Continuance Commitment is an RBT’s commitment related to their economic situation or the perceived costs of leaving the organization. Let’s face it, we all need financial stability, and for many people, commitment to their job is naturally influenced by practical factors such as salary, benefits, or job security. Continuance commitment is a very real-life contingency that many companies use strategically to attract new talent and retain their existing team. In ABA practices, understanding the financial and practical needs of RBTs can play a crucial role in creating jobs they feel are worth keeping.

What you can do: Imagine yourself in the shoes of an RBT and conduct a cost-benefit analysis for positions with high turnover. Consider both monetary and non-monetary costs, such as gas expenses, commute time, or the mental effort needed to adapt to new roles. Similarly, list the benefits, which might include perks, a supportive team environment, or enjoyable company activities. By understanding the costs and benefits from an RBT’s perspective, you can work to balance this equation. If costs outweigh benefits, consider adding support or perks to offset them. For further insight, you might interview current or departing RBTs to understand the pros and cons of their roles and pinpoint areas for improvement.

There’s so much more to talk about in terms of RBT retention. We hope this sparked some ideas to help you take on this challenge, one small step at a time. If you are working to train new staff at your organization, consider our 40-hour RBT online training. We understand that retention can be a challenge, even in the first week or so of hiring a new trainee. If an RBT trainee leaves in the middle of their training, you can re-assign it to another staff member at no extra cost.