Social care recruitment and retention continues to make headlines for all of the wrong reasons. Nationwide the latest care press has reported that there are over 90,000 vacancies with recruitment and retention remaining a key issue in social care.

It is a well-known fact that well-led, trained and valued employees result in high quality, person-centred care and support.

The focus of the National recruitment and retention strategy, launched in September 2014, is in developing a clear career profile in the adult social services sector, leading to greater staff retention and the hiring of the right calibre of people in the first place.

It is the natural instinct to work more pro-actively when feeling valued, and employers in the Adult Social Services sector should include staff upskilling as part of their annual investment strategy.  In return the outcome of services will be held in greater regard by both employees and by people and families using their services.

A well-led, highly trained workforce will want to aspire to the next level of their career, seeking out innovative practices to share with support teams and management.  In turn, this will inevitably lead to greater rewards within the service including job satisfaction.

A highly motivated workforce will result in a more sustainable independent and community adult social care service.  Investment in a positive workplace culture should be high on the list of any business owner.  There is no doubt that demand for social care services will continue to escalate over the next decades with the greater support needed across the spectrum of care.

Aspiring to be an outstanding provider of adult social services will add value to your business in many ways, not least the recruitment and retention of valued and caring staff.

If we can help you care business to create financially robust and forward-looking business plans that put delivery of outstanding care services at the core then please do not hesitate to contact us.

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