Caregiver shortages continue to strain home care agencies across the U.S. Retaining skilled caregivers and recruiting new ones grows harder every year. These pressures affect every agency, no matter the size.
During Sensi.AI’s Power of Many leadership session, home care owners shared real strategies they use retain and recruit caregivers. These insights come directly from your peers and offer practical actions that help agencies keep caregivers and attract new talent.
This blog highlights the core challenges and the tested solutions that home care leaders use right now to retain and recruit caregivers.
A. Recognition & Appreciation
Challenge: Caregivers often feel unseen and undervalued, and lack of appreciation increases burnout and turnover.
Effective approaches include:
- “Caregiver of the Week or Month programs”
- “Public praise on social media and team calls”
- “Brag Boards that share client compliments”
- “Weekly appreciation messages from managers”
- “Employee spotlights, birthday gifts, and anniversaries”
- “Apps that celebrate achievements and milestones”
- “Fun incentive events and giveaways”
- “Rewards when clients call with positive feedback”
Consistent recognition builds loyalty, morale, and a stronger connection to the agency.
B. Compensation, Bonuses, & Incentives
Challenge: Rising living costs and heavy workloads push caregivers toward higher paying competitors.
Effective approaches include:
- “Hour based bonuses and incentive milestones”
- “Daily pay or faster pay programs”
- “Referral rewards for caregivers and clients”
- “Bonuses based on client survey feedback”
- “Sign on bonuses paid in stages”
- “High value rewards for recruiting or mentoring”
- “Gift cards, cash advances, and weekly mini bonuses”
- “Higher wages such as twenty one dollars per hour and above”
Fair, flexible compensation helps agencies stand out and reduces turnover risk.
C. Training & Career Development
Challenge: Caregivers often feel unprepared or unsupported when training is limited, increasing early attrition.
Successful strategies include:
- “Monthly training sessions and skill building labs”
- “Thorough orientation with clear care plans”
- “Structured career ladders with defined steps”
- “Shadow shifts and improved handoff procedures”
- “Partnerships with CNA programs and nursing pathways”
- “In home coaching from care managers”
- “Mentorship and preceptor programs”
- “Learning platforms and caregiver universities”
- “Focused incubation periods with frequent check ins”
Strong training builds confidence, improves care quality, and strengthens retention.
D. Culture, Relationship Building, & Support
Challenge: Weak culture causes caregivers to feel disconnected and overwhelmed, leading to fast turnover.
Culture boosters include:
- “Personal relationships with caregivers”
- “Learning about caregivers’ lives and goals”
- “Employee appreciation weekends and events”
- “Strong pay paired with emotional support”
- “Monthly and quarterly caregiver centered activities”
- “Creating a family like culture”
- “Thoughtful introductions during orientation”
- “Tenure based rewards and recognition”
A healthy culture makes caregivers feel safe, respected, and motivated.
E. Recruiting Tactics
Challenge: Competition for caregivers remains intense and agencies must reach candidates quickly.
Recruiting methods that work include:
- “Referral rewards even when hires are not made”
- “Automated recruitment tools and workflows”
- “Defined KPIs for HR recruiters”
- “Increased ad investment on Indeed”
- “Boosted job posts for greater visibility”
- “Recruiting from CNA programs and colleges”
- “Social media ads with QR codes”
- “Supporting social workers and building community ties”
Successful recruiting requires fast action, strong visibility, and community presence.
F. Supportive Actions & Logistics
Challenge: Daily obstacles like transportation, communication, or compliance create significant stress for caregivers.
Helpful supports include:
- “Uber rides and transportation assistance”
- “Supplemental insurance and telehealth access”
- “Incentives for accurate logs and clock ins”
- “Mentorship and shadow support”
- “In home support from care managers”
Logistical support removes friction and helps caregivers succeed every day.
Final Thoughts
The insights shared during The Power of Many session reveal proven ways agencies retain and recruit caregivers today. Recognition, compensation, training, culture, recruiting tactics, and daily support all help build a stable workforce.
Sensi.AI supports caregivers and care leaders with real time insights that improve outcomes and reduce stress. We help agencies detect risks early, strengthen training, and enhance performance.
Sensi.AI is a trusted partner that helps agencies retain caregivers and deliver consistent, high quality care. Ready to improve caregiver retention with real insights? Learn more.
