How to Keep Carers in the Workforce: A Tech-based approach

The factors surrounding working in any sector seem to be changing all the time, and at record pace especially now. Fields that may have been the same for decades are now shifting monumentally due to many variables, including new tech, automation, economic pressure on employers, and population demographic shifts. As such the factors that may contribute to carers leaving the workforce in the UK may constantly be shifting, however one outcome seems to be constant: Carers and other health care professionals are leaving the sector. Why? How can we stop this from happening? Read to learn more:

Why are Carers leaving the Care sector?

1. Low pay: Caregiving jobs, particularly in sectors such as social care, often have relatively low wages. Many carers find it financially challenging to sustain themselves and their families on such wages, which can lead to dissatisfaction and attrition. Recent studies show that 1 in 5 Carers in the UK hold multiple jobs just to make ends meet.
2. High workload and stress: Carers often face demanding work environments that require physical and emotional stamina. They may need to care for multiple individuals with complex needs, work irregular hours, and experience high levels of stress. The demanding nature of the job can lead to burnout and job dissatisfaction, especially when the compensation is subpar, and carers face financial hardship on top of their job stress.
3. Lack of career progression: Some carers may perceive limited opportunities for career advancement and professional development in the caregiving sector. This can be demotivating for those who aspire to grow in their careers and seek better prospects.
4. Insufficient support and resources: Inadequate support from employers, including limited training opportunities and lack of necessary resources, can affect carers’ ability to perform their jobs effectively. This can contribute to job dissatisfaction and the decision to leave the workforce. Many times carers feel stuck because they don’t hold or effectively “own” their own training documents, even though they have completed the training. This makes it harder for them to switch work places or look for better work opportunities.
5. Work-life balance: Balancing caregiving responsibilities with personal life can be challenging, particularly for those with families or other commitments. The lack of flexible working arrangements and the difficulties in managing personal and professional obligations can influence carers’ decisions to leave the workforce.
6. Emotional toll and compassion fatigue: Caring for individuals with chronic illnesses, disabilities, or elderly individuals can be emotionally challenging. Carers may experience compassion fatigue, a state of physical, emotional, and mental exhaustion, which can impact their well-being and job retention. Read about Gabby’s story to get a raw insight on the importance that a carer can play in someone's life and even death. Although Gabby is a champion, and her compassion and love keeps her emotionally strong to keep helping those who need her, this level of need and support is exhausting and mentally taxing for many.

How can we keep Carers in the Sector?

We can all agree that keeping health care professionals in the healthcare sector is important. So how do we make it work? How can we stop Carers from leaving the sector when it seems that we’ve let the issues run amok too long. Is it too little too late? The answer to that is not simple, and unfortunately if we don’t take action it might be too late. But not all hope is lost! Let’s take a look at the ways that we can foster a better future for workers in care.

1. Higher Wages & Income Stability: Plain and simple – Carers need higher wages so they can make a liveable wage. It will only be ok when we reach a point that carers can work 35 to 40 hours a week, and make ends meet financially. Employers need to prioritise creating this environment for their carers, as as well as the temp carers they source through agencies or through online marketplace platforms like Click Shifts. Read more about why it’s important to avoid low cost agencies here.
2. Training & Career Progression Opportunities: When carers feel that they have a real possibility at an upward trajectory in terms of their career, whether its higher pay, continuing education, or promotions, they will choose to stay in the care sector even if the job is tough. Employers need to foster environments that support and promote these opportunities for their staff.
3. More supports physically and emotionally: Being a carer is a tough job, mentally and physically. We need to create systems that prevent burn-out and injuries on a more personal level. Less “this procedure is in place to appease insurance purposes” and more “we care deeply about your well-being as our employee and as a person”. When carers feel that someone is looking out for them – that someone is caring for them while they are on the front line, they will be more efficient and happy in their role.
4. Easy Digital Access to documents and certificates: Imagine doing an apprenticeship where you were trained on the job, and then when you were given an opportunity elsewhere, you couldn’t take proof with you about your previous training. Having a national digital database that lists your trainings & certifications would be a tremendous boost to the autonomy that professional carers would have when it comes to their own career and data. Sure you can own these certificates as manual cards and keep tabs on everything yourself…but why should this still be an obstacle when we have the tech options we have available today. Not to mention it seems that the Nurses and other health professionals have this kind of a digital system in place already. Why is the care sector so archaic?

New Tech is the Answer to the Care Sectors Shortcomings

It seems daunting to look at a list like the one above. The suggestions impossible, far away, and not applicable to the situation at ground level.

“It’s not in the budget to pay carers a higher wage”

“I will opt for the cheap cost care agencies because that’s all we can afford”

Let’s take a step back and think innovatively. If the old system is broken and unsustainable, it needs to be reworked. Enter Flourish. Exactly designed for this purpose, born out of necessity, Flourish's 'Click Shifts' is an online platform designed to be a marketplace that brings together Employers and Carers. Carers stay in control of their hours, rate of pay, & travel radius, and Clients can offer jobs to carers of their choice. Negotiations can take place of course, and this is a great example of the organic way in which the platform fosters a new structure in staffing. No more agencies dictating prices and underpaying Carers.

All the points for improving the care sector are met with Flourish.

1. Higher wages and income stability: Carers can set the rate they want, and choose the hours they want. With a little bit of hustle and organization, Carers can essentially create a dream work schedule with clients of their liking. Work as much or as little as you want. Take vacation when you need.
2. Training and Career Progression Opportunities: Flourish has an extensive choice of training programs, courses, and learning opportunities for both Carers and Clients through Click Learning. When you join the Flourish bubble, you will have access to an abundant source of information that can accelerate your career in care and beyond. What’s more, once you earn your certifications, you immediately have access to them so you can put them towards new employment opportunities if need be.
3. More support: Flourish is a network, and with that network comes a large support system that is in place to hold you up when you feel down. We want nothing but success for all Health & Social Care Employees and Employers – after all, you keep the cogs turning in this behemoth of a Care sector. Join the Flourish family and find out what it means to work together to make care work for all.