How to improve staff retention in social care

Staff retention in social care is a significant challenge facing many care organisations today. And while there’s been some movement in the right direction with vacancy and turnover rates, many providers are still struggling to hold on to their most valuable resource—their people. For a sector under constant strain from financial pressures and regulatory compliance, building a loyal and satisfied team isn’t just important, it’s essential.

Let’s dig into the key challenges with retention in care, why it’s so important, as well as some of our tips around how to retain care staff.

Why is staff retention important in care?

In our latest Care Trends Report 2025, 98% of providers told us their organisation face retention challenges. And high turnover can lead to disruption in care, increased costs, and a heavier burden on remaining employees. So, here’s why investing in staff retention is so crucial to your organisation’s success:

• Supports quality care

Long-term relationships between your care workers and the individuals they serve are invaluable. That’s because familiarity nurtures trust, positively influencing both care outcomes and client satisfaction. And high staff retention ensures vital continuity, creating a more stable and supportive care environment for everyone involved.

• Staff wellbeing

Staff retention is crucial for employee wellbeing because it fosters stability, helps combat workplace stress, and builds a supportive team environment, all of which is vital in a sector like social care.

And when your employees stay longer, they have the opportunity to form stronger relationships, build their career, feel more secure in their roles, and experience less disruption from constant turnover. This continuity promotes trust, morale, and a sense of belonging, all of which are key for supporting wellbeing.

• Cost savings

Recruitment, onboarding, and training new employees require both time and money, so it can of course be a significant financial pressure (costing around £6,000 to recruit just one employee). Add to that the productivity losses that happen when roles stay vacant, or the time costs of keeping up with all the extra admin.

Common challenges with staff retention in social care

• High turnover and burnout

Care work, while incredibly rewarding, can be tough. As we’ve briefly mentioned, staff turnover in social care is showing signs of improvement with figures of 24.8% in 2023/24 compared to 29.1% in 2022/23. However, this is still a significant amount of movement for a sector that needs to be able to keep up with growing demand and also thrives on those vital relationships between its workforce and the people they support.

Long hours, emotional demands, and staffing shortages create the perfect storm for stress and burnout. And when your hardworking employees are stretched to their limits every day, it’s no surprise they start looking elsewhere. 

• Competitive job market

The care sector isn’t the only one looking for skilled, empathetic workers. Retail, hospitality, and healthcare often offer better pay or benefits, luring your current talent and new applicants away. And according to The Care Worker’s Charity Wellbeing Report 2025, 56% of care workers felt their role was not adequately valued by the wider public, despite 76% feeling valued by friends and family. So, without competitive packages, keeping your team intact can be a massive challenge.

• Unclear development opportunities

Despite their pivotal role, many care workers lack visible career pathways or opportunites to develop. Plus, it may sometimes even be the case that careers in social care are undervalued compared to other professions, despite the critical and compassionate nature of the work. And yet the sector can offer a wealth of knowledge and experience that provide ample opportunities for career development.

Effective strategies to improve staff retention in social care

Now that we’ve covered the challenges and the stakes, here’s some of our tips for how to retain care staff so you can take real, tangible action to improve retention in your organisation.

1. Revisit your recruitment strategy

Retention starts way before a new hire walks through your doors. Recruitment is your chance to attract people who not only understand the challenges of care but also align with your organisation’s values.

Transparency is crucial. Clearly communicate the responsibilities, challenges, and expectations that come with the role. By doing so, prospective employees can make informed decisions, reducing the likelihood of mismatched expectations later.

Highlight career opportunities. Showcase the career pathways within your organisation during the hiring phase. Prospective employees are more likely to join (and stay) if they see room for progression.

Values-based recruitment. Look beyond qualifications and prioritise candidates whose personal values align with the ethos and aims of your organisation. This alignment fosters a deeper connection to the role and reduces turnover.

Strong onboarding processes. Onboarding is your opportunity to set the tone. A structured induction programme can help new recruits integrate smoothly, develop confidence, and feel valued from day one. Include mentorship opportunities and regular check-ins during the first few months to ensure they feel supported.

2. Create a positive workplace culture

An inclusive and positive workplace culture is invaluable in retaining staff. A respectful and cohesive environment increases job satisfaction and motivates employees to remain long-term.

Engage and listen to employees. Conduct regular surveys or organise group discussions to gather employee feedback. And when you can act on their input, it shows just how much their voice matters.

Celebrate achievements. Acknowledge and reward exceptional performance, offering both public and personal recognition.

Foster collaboration. Build team cohesion through communal initiatives like training sessions, team-building events, or shared projects. A sense of belonging within the team can significantly reduce turnover.

3. Provide comprehensive training and career development

You know just how much your employees can thrive when they have opportunities to grow. Meeting mandatory training requirements is critical, but you may also want to consider offering further professional development, from management courses to mentoring programs. Offer regular and flexible training and development opportunities to show your commitment to your care teams’ growth.

Encourage job shadowing. Allow employees to learn from experienced colleagues and gain insights into different aspects of social care roles.

Support networking opportunities. Provide time and allowances for employees to attend social care events and conferences. These experiences offer networking benefits, extend professional perspectives, and affirm their place within the wider industry.

Establish clear career paths. Work closely with employees to create personalised development plans. Show them how they can progress to leadership roles or specialise in certain care areas within your organisation.

4. Explore competitive benefits

Competitive pay and benefits can be critical in retaining your skilled employees. While salary is an important factor, additional benefits such as childcare support, mental health programmes, and flexible working arrangements can provide significant value.

Introducing reward schemes or offering additional leave for long service are other examples that could be offered to help enhance staff loyalty. But don’t forget, while additional perks may encourage staff to stay, consistent, fair treatment builds the trust on which retention efforts are built.

5. Support staff wellbeing

As we’ve briefly mentioned already, stress and burnout can be a significant risk in social care and therefore care organisations must take steps to navigate it. Supporting staff wellbeing through initiatives such as having an open-door policy, flexible working arrangements, and mental health days can help employees manage their stress and maintain a healthier work-life balance.

Providing clear communication channels for all your employees to voice concerns and offering support reinforces engagement and trust. You could even encourage peer support groups where employees can share challenges and solutions collectively. This reduces isolation and empowers teams to work together to overcome hurdles.

Watch our webinar ‘Overworked and overlooked: Protecting a care provider’s most valuable asset' to dive in deeper.

Measuring retention success in social care

To evaluate the effectiveness of your retention strategies, it is essential to track key performance indicators (KPIs). Monitoring your turnover rates, employee engagement scores, and feedback from surveys provides valuable insights into staff satisfaction and highlights areas for improvement.

These regular assessments help your organisation make informed adjustments to your people strategies, fostering a culture of continual development and accountability.

How Performance and Talent can help boost retention in social care

So, are you looking to boost staff retention in your social care organisation? With Performance and Talent, our continuous performance management solution, you can transform your workplace culture, support career development, and enhance engagement with tools like real-time feedback and continuous performance management. Empower your team and create a thriving workforce today.

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Take a look at just how Performance and Talent can enhance your social care organisation today.