101 reasons care workers leave and how to fix them

Transcript:101 reasons care workers leave and how to fix them:
101 reasons care workers leave and how to fix them Neil Eastwood, Author of Saving Social Care, CEO of Care Friends The Goal Today’s Agenda 1970’s: Vicarage upbringing 2009: How can we fix our 97% homecare annual staff turnover? 2017: Saving Social Care published 2020: Care Friends launched 2023: 2nd Edition Saving Social Care How did I get here? The state of social care in Somerset >>Prior or current rural residence is the strongest predictor of choice of or staying in a rural care role Rural recruitment and retention Most significant impediment to staying, being: >>a partner who was not committed to rural life As base pay rises so the wage premium for experienced and qualified staff gets squeezed 5+ years care experience = 6p/hour More financial pressure What is causing Somerset care workers to leave? Negative perceptions of both paid care and rural work life Infrastructure gaps – housing, telecoms Small applicant pools - challenges of attracting quality candidates Long-term under-funding, with rising demand for services The rapid decline in sponsored workers Demographic profile – ageing workforce and population Figuring out why staff leave is a puzzle. But there is a way. There are 101 potential reasons for voluntary turnover Age (e.g. retiring, car insurance costs due to age, age-related factors) Education - want to study Race - (e.g. poor treatment due to race from colleagues or clients) Marital status (spousal or family pressure) Gender Personality and personal goals not matching with the role Poor workplace attitude/behaviour Lack of motivation for the role Dissatisfaction with pay and benefits Previous experience in the sector or role Low intrinsic satisfaction with the role/boredom Skills and experience too high or low Family obligations/childcare challenges Transport issues - cost/reliability/access Health, illness or family illness/bereavement Second job/conflict with another job Conflict with benefits payments Career needs Work/life balance Employment and life history Distance from work/travel time/travel cost Household income - financial vulnerability Perceptions of their own employability Lack of pride in the role Poor interpersonal skills Beliefs and values not aligning with the work Confidence they can get another role easily Mental health challenges Number of sickness days Social care qualification - have or not have International sponsored worker or not Emotional maturity/lack of Promises not kept (e.g. pay, hours) Time to hire too long Relationship with recruiter poor Interview experience Hours and contract type not suitable Unrealistic expectations - information about the nature