How to Increase Retention of Residential Care Professionals in Private Sector Provision

It’s a calling, being a care professional. It’s an admirable career and we, in the UK, celebrate our wonderful NHS nurses and support teams as often as we can. Yet we don’t seem to have the same level of appreciation for care professionals in the private sector.

When we ask why that is, the reply is usually down to a perceived lack of training; most care professionals in the private sector have not been trained with the oversight of, or to the exacting standards of, the NHS.

While it is universally recognised that all care provision requires a uniquely skilled workforce, there seems to be a trend of minimal pay, minimal training and minimal wellbeing support for those who care in the private sector.

It’s unsurprising that this results in a high turnover of personnel, yet money isn’t the main driving force behind care professionals leaving their jobs.

According to the Financial Times money alone does not drive satisfaction in professionals in the care sector. It’s a sense of purpose, a job well done, and the opportunity to learn more in order to give more that is the linchpin to retaining good staff.

Another study, conducted by Skills for Care shows that training helped improve retention of care staff by over 10%.

A Smart Investment

In residential care, the quality of your team directly shapes the quality of care delivered. While training is often viewed as a compliance necessity, when approached strategically, it becomes one of the most valuable investments a care provider can make.

The Skills for Care ‘Secrets of Success’ Report tells us that the key reasons for the lowest levels of turnover include investing in learning and development, celebrating achievements and making staff feel involved and appreciated.

Mandatory, clinical and specialist training go beyond simple regulatory needs—they also build confidence, competence, and consistency across your workforce. Well-trained teams are more resilient, adaptable, and prepared to meet the diverse and often complex needs of service users.

This not only improves care outcomes but also strengthens trust within the team, among families, regulatory bodies, and the wider community.

From a financial perspective, quality training supports better recruitment and retention. Staff who feel equipped and valued are more likely to stay, reducing the high costs associated with turnover, agency reliance, and onboarding.

In a sector facing ongoing workforce challenges, this stability is essential.

Training also plays a vital role in morale. When care professionals receive relevant, engaging education, they feel empowered in their roles. They’re more confident in decision-making, communication, and clinical judgment—all of which lead to safer, more person-centred care.

Residential care providers partnering with quality training experts to deliver tailored courses in fundamental mandatory, clinical and specialist areas is not just preferred, it’s essential.

Your team would have access to a range of tools and training to ensure compliance, instil confidence, boost morale and encourage retention. You’d be strengthening it from the inside out and your investment will pay dividends in keeping hold of the same dedicated people who provide excellent care to your service users, securing the future of your residential care provision.

How’s that for a great ROI?

For more information on professional training in Health and Social Care contact:

Dave Knight

Knights Way Forward

Dave@knights-way.com

knights-way.com