What Caregivers Want: 12 Key Factors Home Care Agencies Must Prioritize to Attract and Retain Talent

Caregiver turnover is a crises that not only affects the business, but families too. When caregivers leave, clients lose the familiar faces they trust, and families scramble to find replacements.

For home care agencies, constant turnover means stretched resources, inconsistent care, and mounting stress. In 2023, caregiver turnover hit 79%, forcing agencies to replace most of their workforce every year.

But it doesn’t have to be this way. Understanding what caregivers really want is the key to building a loyal, dedicated team that sticks around. Caregivers don’t just want a paycheck. They crave respect, flexibility, and a supportive work environment where they feel valued and supported.

This guide breaks down 12 key factors home care agencies must prioritize to create a workplace where caregivers feel empowered, appreciated, and ready to stay long-term.

1. Offer Competitive Pay and Fair Compensation

It’s no secret that low wages drive caregivers away. Many home care workers earn less than $14 an hour, making it hard to support themselves and their families. In fact, a 2024 survey found that 82% of caregivers said higher pay would improve their job satisfaction.

To stay competitive, agencies should:

Offer pay that reflects experience and responsibilities: Caregivers with specialized skills or advanced certifications should be compensated accordingly.
Provide mileage reimbursement and travel pay: Covering travel expenses shows respect for a caregiver’s time and effort.
Consider performance bonuses: Rewarding caregivers for positive client feedback or completing additional training keeps them motivated.

2. Give Caregivers the Flexibility They Need to Thrive

Caregiving often attracts individuals who juggle family, school, or other jobs. Flexibility is a top priority for caregivers. A 2023 industry survey reported that “flexible schedules” ranked as the third most requested benefit by caregivers.

Agencies that allow caregivers to set schedules that fit their lives stand out. Consider:

Offering part-time and full-time options: Let caregivers choose a workload that suits their availability.
Providing consistent hours: Unpredictable schedules create stress. A reliable routine makes a caregiver’s life easier.
Allowing shift swaps: Giving caregivers the option to swap shifts with colleagues when needed shows trust and support.

Flexibility not only attracts new caregivers but also prevents burnout, which helps keep your best employees longer.

3. Provide Thorough Training and Ongoing Development

Caregivers want to feel prepared and confident in their work. A lack of training can lead to mistakes, frustration, and ultimately turnover. In fact, lack of training is a top five reason caregivers leave according to industry reports.

Top agencies offer:

Comprehensive orientation for new hires: Cover practical caregiving skills, safety protocols, and company expectations.
Specialized training opportunities: Courses in dementia care, hospice support, or mobility assistance increase caregiver confidence.
Online learning platforms and refresher courses: Continuous education ensures caregivers stay up to date with best practices.

4. Create Clear Career Advancement Opportunities

Many caregivers see home care as the starting point for a career in healthcare. But without opportunities to grow, they may look elsewhere for advancement. A Pew Research study found that 63% of workers leave jobs due to a lack of advancement opportunities.

To keep ambitious caregivers engaged:

Create a clear career ladder: Offer promotions from entry-level caregiver to senior caregiver, mentor, or care coordinator.
Sponsor certification programs: Support caregivers in pursuing CNA, LPN, or specialized certifications.
Highlight success stories: Publicly celebrate employees who have advanced within your agency to inspire others.

When caregivers see a future with your agency, they’re more likely to stay.

5. Show Caregivers They Matter with Genuine Recognition

Caregivers work hard, often going above and beyond to meet client needs. Yet many leave because they feel unseen and unappreciated. Agencies that show genuine appreciation build loyalty and morale.

Consider:

Employee of the Month programs: Publicly recognize caregivers who excel.
Handwritten thank-you notes: A simple, heartfelt note can mean the world to a caregiver.
Referral and performance bonuses: Rewarding hard work keeps motivation high.

6. Build Strong Communication and 24/7 Support Systems

Poor communication is a leading cause of caregiver frustration. In fact, lack of communication from the office was ranked as the #1 reason caregivers leave according to Home Care Pulse research.

Agencies that prioritize communication build stronger relationships by:

Checking in regularly: A quick call or text shows caregivers that their concerns matter.
Offering 24/7 support: Caregivers need to know someone is available to help in emergencies.
Creating open channels for feedback: Listening to caregiver input and making improvements builds trust.

7. Cultivate a Positive, Respectful Company Culture

Caregivers want to work where they feel respected, included, and valued. A strong company culture rooted in respect and appreciation creates an environment where caregivers thrive.

Agencies can promote a positive culture by:

Promoting inclusivity and diversity: Celebrate the backgrounds and perspectives that caregivers bring to the team.
Treating caregivers as professionals: Respect their time, opinions, and expertise.
Encouraging teamwork and peer support: Creating a sense of community helps caregivers feel connected.

8. Prioritize Safety and Match Caregivers with Compatible Clients

Caregiving can be physically and emotionally demanding. Agencies that prioritize safety and match caregivers with compatible clients create a healthier work environment.

To ensure safety:

Provide proper equipment: Offer gait belts, transfer boards, and other safety tools.
Offer training on body mechanics: Teach caregivers how to lift and move clients safely.
Address safety concerns immediately: A responsive management team builds trust.

Additionally, matching caregivers with compatible clients helps avoid burnout and dissatisfaction. When caregivers connect well with clients, they’re more likely to stay.

9. Equip Caregivers with Reliable Tools and Technology

Caregivers want the right tools to succeed. Outdated systems and inefficient processes create unnecessary stress and frustration. A 2024 survey revealed that “better tools and technology” was one of the top caregiver requests.

To support caregivers:

Use intuitive scheduling apps: Make it easy to view and swap shifts.
Provide mobile documentation platforms: Reduce paperwork and streamline reporting.
Ensure access to client information: Keeping caregivers informed improves care quality.

Agencies that invest in technology make life easier for caregivers and improve job satisfaction.

10. Promote Work-Life Balance with Time Off and Wellness Support

Caregiving is demanding, and without time to rest and recharge, burnout becomes inevitable. Agencies that support work-life balance and encourage self-care retain their caregivers longer.

Consider:

Offering paid time off: Vacation days, mental health days, and flexible leave options prevent caregiver fatigue.
Providing wellness resources: Employee Assistance Programs (EAPs) or stress-relief workshops show you care.
Promoting self-care practices: Encourage caregivers to take time for themselves.

11. Build Meaningful Client Relationships for Long-Term Fulfillment

Caregivers are drawn to home care because they want to make a difference. Building meaningful connections with clients is one of the biggest motivators for staying in the profession.

Agencies can nurture these relationships by:

Ensuring consistent client assignments: Long-term matches allow caregivers to bond with clients.
Promoting client-caregiver compatibility: Personality and interest matches lead to stronger relationships.
Celebrating success stories: Highlight caregivers who have positively impacted clients’ lives.

12. Set New Caregivers Up for Success from Day One

The first 90 days are critical for caregiver retention. Nearly 4 out of 5 caregivers leave within their first 100 days if they don’t feel supported. A structured onboarding process helps new caregivers build confidence and feel connected.

Agencies should:

Offer thorough orientation and training: Cover company policies, client care standards, and safety protocols.
Assign mentors or peer buddies: Pairing new hires with experienced caregivers builds trust.
Check in frequently during the first 90 days: Early communication identifies and resolves issues quickly.

When caregivers receive strong onboarding and early support, they’re more likely to stay and succeed.

Conclusion: Prioritize Caregivers, Build Loyalty

Home care agencies that put caregivers first build stronger, more reliable teams. Prioritizing these 12 key factors will help you create an environment where caregivers feel valued and empowered.

When caregivers are happy, clients receive better care, and agencies thrive. The path to success is clear: support, respect, and invest in your caregivers, and they’ll stay committed to your agency for the long term.

So, are you ready to transform your caregiver experience?

Start prioritizing these factors today and watch your retention rates improve.