FAQ Videos

Caregiver turnover is one of the biggest drains on home care agencies—time lost in hiring, onboarding, idle shifts, higher premiums and client disruption. This video explores strategies for caregiver retention: competitive compensation, career-path traction, flexible scheduling, recognition, open communication and technology that supports caregiver experience.

Who we empower every day

By Role

• Workforce Engagement Manager — Designs programmes for caregiver appreciation, feedback loops and career development.
• Scheduling & Flexibility Coordinator — Implements models that match caregiver preferences, geography, schedule and workload.
• HR Retention Analyst — Tracks turnover metrics, identifies attrition drivers and uses data to improve retention.

By Persona

• The Caregiver — Seeks meaningful work, clarity on shifts, support in training, career growth and recognition—not just “fill the shift.”
• The Agency Owner Focused on Stability — Wants a low-turnover workforce so clients receive consistent, familiar caregivers and service levels remain high.
• The Client/Family Liaison — Benefits from caregiver consistency—fewer new faces, stronger relationships and better outcomes.

Retention isn’t just HR—it’s strategy. When caregivers feel valued, supported and empowered, your agency builds reliability, reputation and long-term operational strength.