In the high-stakes world of home care, losing a caregiver in the first 90 days isn’t just a setback—it’s a wake-up call. Imagine a scenario where early departures are not a given but a challenge you can overcome.
Each day a caregiver stays is a day that your clients receive consistent, heartfelt care, and your agency saves on costly turnovers.
The median turnover rate for professional caregivers jumped two percentage points, from 77.1% in 2022 to 79.2% in 2023, according to the 2024 Activated Insights Benchmarking Report. This marks the highest turnover rate since 2018, where turnover peaked at 81.6%. -HCAOA
Now, what if we told you that you can tap into the wisdom of six trailblazing industry experts who reveal the hidden triggers behind early exits—and the actionable strategies that transform fragile beginnings into enduring success stories.
This isn’t just about survival; it’s about igniting a culture where every caregiver thrives, ensuring that your team remains robust, dedicated, and ever-ready to make a difference.
Ready to rewrite your retention story? Dive in to discover how you can break the cycle, captivate your care professionals from day one, and build a powerhouse team that redefines the future of home care.
Turnover often begins with a disconnect between the caregiver’s personal motivations and the perceived purpose of their role within the home care agency.
Simon T. Bailey, recognized as the World’s Leading Expert in Brilliance and named a Top 25 Thought Leader by Success magazine, emphatically states that purpose can be used as a strategic retention tool.
He explains that when individuals understand the organization’s purpose and see its alignment with their own, they are more likely to believe that the organization “puts purpose before profit” and “people before profit”.
Tune in as we welcome Simon T. Bailey, recognized as the World’s Leading Expert in Brilliance. Simon has left an indelible mark on over 2,400 organizations worldwide through his work at the Disney Institute.
He captivates audiences, inspiring them to lead better, stay curious, and embrace a growth mindset.
However, the day-to-day realities of caregiving, often filled with administrative tasks, can overshadow this initial sense of purpose. Owners and management, bogged down by operations, sometimes “forget the value and the purpose why they created this business” and fail to instill it in their work environment.
Simon advises agency owners to combat this by “sharing their personal purpose” with their teams. This humanizes leadership and allows caregivers to connect with the agency’s mission on a deeper level, fostering a sense of shared commitment.
To help caregivers discover or rediscover their deeper meaning, Simon recommends strategies such as “unpacking the stories and testimonies of those that they serve” and connecting these impact stories directly to the caregivers.
He emphasizes the power of visual, auditory, and word-of-mouth communication by home care agency owners to consistently reinforce the positive impact of caregiver work.
A lack of clear and consistently communicated purpose can leave new caregivers feeling like they are just performing tasks rather than making a meaningful difference in people’s lives, leading to early attrition.
From their very first day, immerse them in your vibrant mission and core values, igniting a passion that drives every decision and care they deliver.
These conversations nurture a culture where every team member feels connected, valued, and driven to make a difference.
The inherent nature of home care can lead to feelings of isolation among caregivers, especially those new to the field or the agency. This sense of being on an “island by themselves,” as Simon T. Bailey describes, can be a significant driver of early turnover.
Dr. Eboni Green, a caregiver advocate, acknowledges that caregiving is complex and can involve “mixed experiences that require a lot of understanding, support and focus”. She emphasizes that “caregiver support has become a need of the hour” due to the stress it can cause.
“Anyone who might find themselves as a caregiver must know that support is crucial for the safety, confidence, and well-being of those who care.”
Caregiver Supporter, Advocate
Lori Lemasters, author, caregiving self-care expert and educator, echoes this, stating that “caregiving can be an isolating experience”. She highlights that “over 16 million people care for someone with dementia or Alzheimer’s,” underscoring the significant number of individuals facing demanding caregiving roles.
Connecting with others in similar situations through support groups can provide validation, reduce stress, and offer a sense of community. Mary Elaine Petrucci, another caregiver supporter, reinforces this, noting that “approximately 34 million Americans provide care to older adults aged 50 and above,” and these caregivers often experience burnout and isolation.
Dr. Green advises caregivers feeling lost and alone to “reach out to other caregivers via online support groups or chats” to gain a sense of community. She also stresses the importance of having a support system and asking for specific help when needed.
Mary Elaine Petrucci emphasizes the role of supporters in helping caregivers “rely on one another, ask for help, trust one another, and pull each other through difficult times”.
New caregivers who feel unsupported and lack connections with their colleagues or the agency are more likely to become discouraged and seek employment elsewhere.
Regular meetings become more than routine check-ins—they’re vibrant sessions where experiences are shared, challenges are tackled together, and every voice is heard.
From engaging online forums to in-person gatherings, caregiver support groups are safe havens for sharing insights, celebrating victories, and finding comfort in solidarity.
With transparent communication channels and readily available resources, supervisors must stand ready to offer guidance, ensuring every team member feels truly supported.
Caregiver burnout is a pervasive issue in the home care industry and a significant contributor to early turnover. The emotionally and physically demanding nature of the work, coupled with potential lack of boundaries and time, can quickly lead to exhaustion.
“Burnout isn’t just because you’re working so many hours burnout stems from our emotional needs not being met.”
Founder & President, Anne Grady Group
Join us as author and entrepreneur Anne Grady share her insights on the science behind resilience and practical strategies for combating burnout in home care.
Drawing from her latest book, “Mind Over Moment: Harness the Power of Resilience,” Anne outlines a research-based approach to cultivating a resilient mindset and skillset, empowering us to better navigate the challenges we face.
Anne sheds light on the brain’s negativity bias and intentionally shifting negative self-talk to neutral. She also recommends starting the day without negative stimuli like social media or news and intentionally cultivating positive emotions like gratitude and connection.
Further, Dr. Green stresses the importance of self-care to prevent burnout, suggesting that caregivers may need to “hire an agency or provider to perform” certain tasks to avoid feeling overwhelmed.
Lori Lemasters emphasizes the need for caregivers to define what “self-care” means to them and to create a plan for incorporating it into their routine. She also highlights the benefits of “Therapeutic Journal Writing” as a tool for managing stress.
Mary Elaine Petrucci describes burnout as “a state of physical, mental, and emotional exhaustion” and recommends activities like journaling, walking, and gardening to help prevent it.
Meanwhile, Mary S. Daniel, founder of Caregivers for Compromise, underscores the importance of educating caregivers about self-care, emphasizing that “you can only be successful as a caregiver by paying attention to your needs too!”.
New caregivers who quickly experience burnout due to a lack of support and self-care strategies are unlikely to remain in their roles long-term.
Equip new caregivers with the knowledge to spot early signs of burnout, ensuring they’re always one step ahead. Here’s how you can set the stage for lasting resilience:
Make your staff dive into engaging caregiver training sessions on mindfulness, stress management, and time management—tools that empower them to find balance amid the chaos.
Feeling valued and appreciated is a fundamental human need, and its absence can significantly impact caregiver retention. Simon T. Bailey emphasizes the importance of recognition, stating that “what gets recognized gets repeated” and that “1 min of recognition creates 100 min of initiative”.
He suggests creating “circles of purpose” where caregivers can share their stories and be recognized for their great work. Providing opportunities for caregivers to lead discussions related to purpose can also build their confidence and belief that they are making a difference.
New caregivers who do not feel appreciated for their hard work and dedication are less likely to develop a strong sense of loyalty to the agency.
Spotlight outstanding performance with structured awards and special acknowledgments, ensuring every act of care is celebrated.
Supervisors and managers must deliver heartfelt verbal and written praise, turning everyday efforts into moments of triumph.
Each caregiver milestone and achievement must be celebrated as a landmark of dedication, making every step forward a victory.
Create authentic opportunities for clients and their families to share their thanks directly, forging a community built on respect and admiration.
Effective communication and strong leadership are vital for retaining new caregivers. Anne Grady highlights that the “top 2 derailers of job satisfaction are, one, your immediate supervisor, and two, the number of positive interactions that you have at work”.
She stresses that leaders have a “huge responsibility” to be willing to have tough conversations and foster “psychological safety,” which she identifies as the “number one determinant of high performance”. This includes cultivating a growth mindset, building connections, and creating shared values.
When new caregivers experience poor communication, lack of clear expectations, or feel unsupported by their supervisors, they are more likely to become disengaged and seek a more supportive work environment. A lack of opportunities for open dialogue and feedback can also leave new hires feeling unheard and undervalued.
Poor communication and ineffective leadership can create a negative experience for new caregivers, leading to early dissatisfaction and turnover.
Set the stage for success by offering crystal-clear job descriptions, expectations, and ongoing feedback. Train your supervisors and managers in top-tier communication and leadership, fostering an environment where open dialogue flows freely between caregivers and leadership.
As far as creating a culture of psychological safety is concerned, every caregiver must feel confident to raise concerns and ask questions—because when clarity meets connection, true empowerment happens.
Reducing 90-day turnover in home care is not just about minimizing costs; it’s about building a stable, dedicated, and compassionate team that can provide the highest quality of care.
By focusing on these five preventable causes – lack of purpose, feelings of isolation, burnout, lack of recognition, and poor communication – home care agencies can create a more supportive and fulfilling environment for their new care professionals.
The insights from top industry experts underscore a crucial message: investing in your caregivers’ well-being and their connection to their work from day one is the most effective strategy for navigating the challenges of turnover and building a thriving home care agency.
By proactively addressing these issues, you can transform the “90-day cliff” into a launching pad for long-term commitment and a brighter future for your caregivers and your clients.
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