A note from Oli, Sona Co-Founder
At Sona we understand that Social Care is going through a lot of change. When we published The Big Exit poll results in 2022, we set out to answer key questions like why and where are people leaving the sector to, what are the most influential factors for leaving, staying, or starting care work, and what can organisations do to improve retention and attract new employees.
These responses can shift with time, as working trends change, new collective issues come to the forefront, and people’s priorities adjust. We committed to running this poll yearly because we wanted to shed light on the most relevant topics influencing Social Care and develop solutions that are truly needed by the industry. There are so many amazing new insights, but one that stood out to me was how 46% of leavers were not asked to stay at all!
There is a reason to celebrate however. As per Skills for Care, vacant posts have finally decreased to an extent, so retaining new staff becomes more important. However, realistically, many organisations will continue to struggle with recruitment. The Big Reshuffle contributes to this conversation and offers practical insights and solutions that help leadership take action and implement relevant changes to improve efficiency and wellbeing in their organisation.
Sona believes in collaborating closely with our care customers. We want to know as much as possible about every influencing factor, so that we can give them the best software we can for their needs. Over the last year, we have consistently built new features and functionality in direct response to feedback and collected insights.
In this report, we will look at the trends seen in the last year, the meaningful changes compared to 2022, then highlight how Social Care organisations can improve recruitment and retention, and better target the needs of those who receive care.
Oli Johnson
Sona Co-Founder
