Human Services Research Points to Need for Better Retention of Workers

Recognizing the importance and cost of high turnover in human services professions, the U.S.-based advocacy organization  Cornerstones for Kids published a report in 2006 entitled “Towards a High Quality Child Welfare Workforce: Six Doable Steps” . In its introduction, the report states :

“We believe that the quality of the frontline worker influences the effectiveness of services they deliver to children and families. If workers are well-trained and supported, have access to the resources that they need, possess a reasonable workload, and are valued by their employers, it follows that they will be able to effectively perform their jobs. If, however, they are as vulnerable as the children and families that they serve, they will be ineffective in improving outcomes for children and families.”

The researcher and author of the report identified  Step # 3 as: investing in high quality supervision.  She outlined the key factors in this investment as the following:
• Strengthening supervisors as teachers
• Strengthening supervisors as mentors
• Giving supervisors adequate supports
• Giving supervisors opportunities to practice skills they can pass along
• Using staff feedback to design supervisor training

To find out how we can help your organization implement these types of changes, review our reflective practice and leadership services.

For more information and research resources on the connections between improving human services and supporting the Human Services Workforce see these Links.

How are relationships and reflective leadership related to staff retention?

The statements below come from a Gallup Organization multi-year study, that examined employee attitudes and a number of business factors—including retention of staff. These statements were most common in workplaces that were deemed successful. Notice how many of these focus on recognition of strengths, strong relationships, and supervision.

“I know what is expected of me at work.”
“I have the materials and equipment I need to do my work right.”
“At work, I have the opportunity to do what I do best every day.”
“In the last seven days, I have received recognition or praise for doing good work.”
“My supervisor, or someone at work, seems to care about me as a person.”
“There is someone at work who encourages my development.”
“In the past six months, someone at work has talked to me about my progress.”
“At work, my opinions seem to count.”
“The mission and purpose of my company make me feel my job is important.”
“My fellow employees are committed to doing quality work.”
“I have a best friend at work.”

From Training & Development, December 1998