How to Reduce Turnover in Home Care: What Commissioners Want to See

🧠 Blog 3 of 7 in our ‘Domiciliary Care Recruitment in Tenders’ Series

Turnover is the elephant in the room — and commissioners know it. Simply saying you offer good pay or have a ‘positive culture’ won’t cut it. They want to know how you're tackling the root causes of staff leaving.

Here’s what strong tenders say about staff retention in home care:

  • 📊 Use retention data — if your turnover is better than the sector average, say so. If it's improving, show the trend.
  • 📣 Share staff feedback — use quotes or summary findings from surveys and exit interviews to show what staff value and what you're improving.
  • 📈 Link to development — show how retention connects to supervision, training, internal promotion, and recognition.

Home care is tough work. Commissioners know that. What they’re looking for is a provider who understands why staff leave — and what you’re doing to make them stay.

Common weaknesses we see in this section:

  • ⚠️ Generic pledges — saying you value staff is nice, but it doesn’t show how you actually retain them.
  • 🔁 Focusing only on recruitment — retention deserves equal (or more) attention if you want to show long-term stability.
  • 📉 Not acknowledging challenges — it’s okay to admit you're working on this area. Just show a plan and progress.

When you can demonstrate progress, learning, and staff voice, your tender feels credible. It says, “We’re not perfect — but we’re serious about getting this right.”

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Updated for Procurement Act 2023 • CQC-aligned • BASE-aligned (where relevant)

📚 Explore the full 7-part series on Recruitment in Domiciliary Care Tenders:

Written by Impact Guru, editorial oversight by Mike Harrison, Founder of Impact Guru Ltd — bringing extensive experience in health and social care tenders, commissioning and strategy.

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