Recruiting good care staff is important but keeping them is just as important.
A strong workforce isn’t built only by finding the right people. It also comes from creating an environment where staff feel supported, valued and able to develop in their roles.
For care providers, that can mean looking beyond pay and asking a different question:
What gives someone a reason to stay?
Development can make a difference
People don’t necessarily want to stay in exactly the same position forever.
For some care workers, progression might mean taking on more responsibility. For others, it could mean developing specialist skills, moving into leadership or simply becoming more confident in their current role.
The latest Skills for Care data found that the average turnover rate among care workers who had received training was 25.1%, compared with 30.4% among those who hadn’t received training. More opportunities for training were also associated with lower turnover.
Training isn’t a guaranteed solution to staff turnover, but it can be one part of creating a workplace where people can see opportunities for themselves.
Does your team know where they can go next?
Career progression doesn’t always have to mean moving into management.
The Care Workforce Pathway now covers 18 role categories across adult social care, from new-to-care and care or support worker roles through to practice leaders, registered managers, learning and development practitioners and quality assurance leads.
Having a clearer idea of what development could look like can help staff see that their current role doesn’t have to be the end of their journey.
Even a simple conversation about interests, skills and future opportunities can help.
Small things matter too
Retention isn’t only about formal progression.
Staff are more likely to feel part of a workplace when everyday experiences are positive.
Think about:
- Feeling listened to by managers
- Having access to relevant training
- Receiving useful feedback
- Being recognised for good work
- Having opportunities to develop
- Knowing who to speak to when something isn’t going well
- Feeling that their contribution matters
None of these require a complicated retention programme. Sometimes they come down to how people are treated day to day.
Don’t wait until someone hands in their notice
Retention conversations are often most useful before there is a problem.
Regular supervision and informal check-ins can create opportunities to understand how staff are getting on, what they enjoy about their role and whether there are areas where they would like more support or development.
It can also help managers spot when someone may be losing confidence, feeling stuck or looking for something new.
That doesn’t mean every member of staff needs a detailed career plan. It simply means keeping development and wellbeing part of the conversation.
Building a workforce that can grow
The adult social care Workforce Strategy places learning and development alongside recruitment, retention and workforce planning, recognising the importance of having enough people with the right skills for the future.
For providers, this means thinking about the workforce as something that develops over time.
Recruit people.
Support them.
Develop their skills.
Give them opportunities.
And create an environment where they can see a future.
At Halo Staffing, we support health and social care organisations with staffing and training solutions, helping providers access the people and skills they need while supporting ongoing workforce development.
Because retaining good staff isn’t just about asking people to stay. It’s about giving them reasons to want to.
If you’re interested in our staffing and training solutions, please click the button below!
