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Strategic Focus for Caregiver Recruiting and Retention

By Stephen Tweed

I’m sitting on the porch of an amazing B&B in the wonderful seaside town of Cape May, New Jersey. It’s the official end of summer, and time to get back into high energy mode for fall.  As I get ready to head back to Louisville, I’m thinking about what we need to do to get ready for the coming year.

How has your 2020 been so far? 

How has the caregiver recruiting and retention crisis affected your ability to grow your business?

If you are like most of the home care agency owners I work with, the caregiver shortage has been the biggest barrier to growing your business in 2021. 

Strategic Refocusing for Caregiver Recruiting and Retention

Fall is when many organizations set aside time for strategic planning. It’s time to ask ourselves a few strategic questions, and then dig into answering these questions.  While most home care agencies do some strategic planning for business growth, not many set aside time to develop strategies for finding and keeping caregivers.

The Model of Strategic Refocusing is a tool I developed many years ago to help leaders think about where they are now, where they want to go, and how they will get there.  Let’s use this model to think about finding and keeping caregivers so you can grow your business.


Where are we today?
How would we describe the current reality of our recruiting and retention results?
Where are we finding the best caregivers?
What are our retention and turnover numbers?
How is the caregiver shortage affecting our ability to grow and our ability to serve our clients?


Where do we want to be in five years?
What is our Vision for the future of our organization?
What do we want our agency to be like as a place to work?
What do we want the Culture of our company to look like?

Forces and Trends

What is our environment?
What are the forces and trends shaping the recruiting and retention environment in which we operate?
How will these trends cause us to adjust our caregiver recruiting system?
How will these trends cause us to adjust our caregiver retention system?

Competitive Advantage

How do we create distinction as an employer?
What makes us different from other employers in our local market?
How can we tell our story in a way that makes us look like a great place to work?
What recruiting messages do we need to craft to attract the best caregivers?


How will we lead?
What is the role of Leadership in finding and keeping great caregivers?
Do we have the leadership team in place we need to grow our agency?
What will we do to develop our leadership team?


What will be our Focus?
How do we concentrate our thoughts and ideas to stay focused on our Vision and Purpose?
What will we focus on to help find and keep more and better caregivers?
How will we avoid getting distracted from our focus?


What Actions will we take to find caregivers?
What Actions will we take to retain caregivers?
What do we need to do to craft the company culture we desire?
What are our goals for the coming year?


How will we measure our success in caregiver recruiting and retention?
What are the metrics we need to track?
What can we learn from analyzing those metrics?
How can we incentivize our team members when we hit our goals?

Setting some time aside for your and your leadership team to review these questions and dig out the answers will pay huge dividends as you get ready for 2022. 

Discuss your Ideas with a Mastermind Group

In the next few weeks, the members of our Caregiver Quality Assurance Mastermind Group will be gathering to discuss in detail what their strategies will be for 2022. They’ll be sharing ideas, solving problems, and supporting one another as they get ready for the future.

If you are the owner or CEO of an independent home care company or a franchise that generates more than $1 million in annual revenue, and you would like to be part of a group of similar sized companies that don’t compete with you, you’ll want to visit  and consider being a member of our Caregiver Quality Assurance Mastermind Group. 

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