The UK’s children’s care homes are facing recruitment and retention problems1 2 3. The Independent Children’s Homes Association (ICHA) found that recruitment challenges were having a “severe impact” on the operating profitability of almost two-thirds of providers, while about 45% cited inflation and staff turnover as doing so 2. Residential children’s care providers are warning of a staffing crisis, amid burnout fears and a salary war breaking out among homes 1. Job stress and low pay is forcing workers into new roles, providers have warned 1.
The COVID-19 pandemic has further exacerbated the situation. Recruitment and retention of staff continue to be a problem across children’s social care. Greater numbers of residential workers are leaving the sector entirely, to pursue more flexible and better-paid work elsewhere 3.
To address these challenges, the government and care homes can take several measures. One of the most effective ways to attract and retain staff is to offer competitive salaries and benefits packages. This can include bonuses, health insurance, and paid time off. In addition, taking an interest in the aspirations of career goals of colleague’s is key to any career planning. It is not only important to recognise your employee’s potential while they work with you, but also to support the growth of this potential and help them with their career and personal aspirations.
There are clear benefits to the organisation and colleagues’ in supporting such goals, as well as for the children and young people in our care who are being supported by colleagues that are well trained, and secure in their role. Care homes can provide training and development opportunities to help staff grow in their careers. This can include access to professional development courses, mentorship programs, and leadership training.
Care homes can work to create a positive work environment that fosters collaboration, teamwork, and open communication. This can include regular team-building activities, staff appreciation events, and opportunities for feedback and input. Colleagues that feel supported, well supervised, and Psychologically Safe, can make suggestions about how we build care around children and are typically those that feel safe and secure and remain in post significantly longer than others, longer than those who typically adopt a transient approach to the role.
For details of vacancies at Fledglings Child Care, head over to our Careers Page to see the full list of opportunities.
If you require any help in improving aspects of your organisation, please contact us on [email protected].
Source(s)
1. Children’s homes facing ‘horrific’ recruitment and retention problems
2. Children’s homes ‘vulnerable to cost pressures’ as … – Community Care
3. Children’s social care 2022: recovering from the COVID-19 pandemic – GOV.UK
4. Ofsted: Concerns over damaging impact of staff shortages on children’s …