At HCPA, we have the unique position of being a bridge between Care Providers and local authorities. This allows us to see first hand the challenges our Care Provider members face on a daily basis. One growing trend, however, is particularly concerning, and if left unaddressed, could have devastating consequences for the future of social care.
The Aftermath of Brexit and the Pandemic
Since Brexit and the Covid-19 pandemic, the social care sector has endured extreme stress.
Fast-forward to today, and the pressure on the sector has only intensified. The cost-of-living crisis—triggered by the war in Ukraine and the resulting economic impacts—has added further stress, with the rising costs of goods and energy hitting care providers hard. More recently, the Employer National Insurance hike has added additional financial strain to businesses that are already struggling to keep their heads above water.
As a result, the adult social care sector faces a serious crisis: burnout. But this isn’t just the burnout of frontline carers—it’s the burnout of top-tier managers and senior care professionals who are expected to lead, provide strategic direction, and ensure quality service delivery. The emotional and physical exhaustion faced by many leaders in this sector is alarming. Managers, who are already dealing with a crisis of staff shortages, are either too tired to continue or are leaving the sector altogether.
Burnout isn’t just about being overworked—it’s about the emotional toll that years of dealing with systemic failures, staff shortages, and financial instability can have on individuals. Care managers are no longer just overseeing care delivery; they are dealing with mental health crises, staff retention problems, family complaints, and the ever-present fear of regulatory scrutiny. Without adequate support and resources, burnout is inevitable.
Recruiting from within…
This is where internal recruitment or succession planning becomes not just a useful tool but a necessity. At a time when the care sector is struggling with staff shortages and a lack of qualified candidates, internal recruitment is more important than ever. Investing in existing staff by way of leadership training isn’t just about filling vacancies—it’s about ensuring that there’s a pipeline of capable, well-prepared individuals who can take over leadership roles when senior staff burn out or leave.
Here’s why a robust internal recruitment or succession plan is imperative for the continued delivery of social care:
- Retention of Knowledge and Expertise Experienced care managers bring a wealth of knowledge and institutional memory to their roles. When these individuals leave without a plan for their replacement, that expertise is lost. Prior planning helps to ensure that key knowledge is passed down to the next generation of leaders, preserving the continuity of care services.
- Building Resilience in the Workforce having a plan isn’t just about filling senior positions—it’s about building a more resilient workforce. By identifying and nurturing talent from within, care providers can cultivate a team that is not only capable but also motivated and committed to the sector. This reduces the risk of burnout by fostering a culture of support, development, and progression.
- Developing Leaders from Within Recruiting from within doesn’t just fill roles—it empowers your team. Internal candidates are already familiar with your organisation’s culture, values, and processes. By investing in training and leadership development, providers can create a strong bench of future leaders, ready to step up when needed.
- Minimising Disruption Leadership transitions can be disruptive. However, with a solid plan in place, transitions can happen smoothly, ensuring continuity of care and organisational stability. This is particularly important when dealing with vulnerable individuals who rely on stable and effective leadership for their well-being.
- Fostering Employee Loyalty and Engagement Employees are more likely to stay with an organisation that offers clear career progression opportunities. A strong recruit from within plan shows that an organisation is invested in its staff’s future, which can increase employee loyalty and reduce turnover. This is especially important in the care sector, where retaining staff is a persistent challenge.
What should an internal recruitment or succession plan look like in Social Care?
A well-thought-out plan should include:
- Identifying Key Roles: Understanding which roles are critical to the operation and success of the business.
- Developing Internal Talent: Creating training and development programs to help staff advance to leadership roles.
- Cross-Training: Ensuring that staff are trained in multiple roles so that they can step into different positions when needed.
- Mentoring and Coaching: Providing senior managers with the tools to mentor and guide the next generation of leaders.
- Regular Reviews: Continuously assessing your workforce and planning for potential leadership gaps.
There is Hope…
The burnout crisis at the top tier of social care management is not just a passing issue—it is a fundamental challenge that requires urgent attention. Without effective leadership, the future of social care could face a steep decline.
But there is hope: Investing in staff with the Lead to Succeed programme is a strategy that can help mitigate the risks posed by this leadership crisis. By developing internal talent, building resilience, and preparing future leaders, care providers can not only ensure the survival of their organisations but also provide the highest standard of care for those who depend on it.
At HCPA, we urge all care providers to consider internal recruitment and make the Lead to Succeed, Skills for Care programme a part of their strategy for navigating the future. The health of the social care sector depends on it.
HCPA has the following five-day cohort commencing 5th February 2025.
Lead to Succeed is a practical learning programme aimed at aspiring managers and deputies in adult social care services.
FIVE Day course at HCPA Mundells Campus
All sessions must be attended
Day 1: 05/02/2025
Day 2: 12/02/2025
Day 3: 18/02/2025
Day 4: 27/02/2025
Day 5: 06/03/2025
The programme is delivered through five interactive modules covering the objectives below:
- Successful behaviours for leaders and managers
- Becoming a leader
- Developing a positive culture
- Effective supervision and coaching
- Leading and managing the inspection process
Adult social care employers in England can claim up to £510 per staff member on completion of Lead to succeed. Read more about the Department of Health and Social Care (DHSC) Learning and Development Support Scheme here!
HCPA are on hand to assist you in claiming back your course fee however we are unable to complete these for you.
Lead to Succeed Course fee: £425+VAT
Other courses and services which can assist in internal recruitment and retention which are exclusively available to HCPA members include;
HCPA’s Business Coaching: For tailored support for existing or new managers, HCPA has services which can support managers in their roles.
Care Professional Academy Are you using the Care Professional Academy platform to recognise and reward your staff? Free to Hertfordshire providers, the academy is a great resource to use in your recruitment advertising and as a retention tool.