The numbers are staggering. Eight out of ten caregivers leave their agencies within twelve months. In an industry crying out for workers—needing 2.3 million more by 2030—this revolving door costs agencies millions while devastating continuity of care for vulnerable clients. Understanding why caregivers leave reveals how Encore Care achieved 73% two-year retention.

The real reasons caregivers leave

Low wages top every survey, but money alone doesn't explain the exodus. Caregivers earning $15 hourly watch fast-food restaurants advertise $17 starting wages with less emotional labor. They calculate gas costs for client visits, uniform expenses, and certification renewals, realizing take-home pay barely covers basics.

Jessica, now an Encore Care supervisor, remembers her previous agency: "I earned $14 hourly with no benefits, driving my own car between clients. After gas and wear-and-tear, I made less than minimum wage. But worse was feeling invisible—no one knew my name at the office, just my employee number."

Beyond finances, caregivers cite lack of respect, minimal support, and zero advancement opportunities. They're treated as interchangeable parts rather than skilled professionals. When agencies view caregivers as expenses to minimize rather than assets to develop, turnover becomes inevitable.

The hidden costs of turnover

Agencies typically spend $3,500-5,000 replacing each caregiver—recruitment, training, onboarding, and productivity loss during transitions. With 82% turnover, a 100-caregiver agency replaces 82 positions annually, costing $287,000-410,000. These agencies then wonder why they can't afford better wages or benefits.

Clients suffer most. Imagine being elderly, vulnerable, and watching caregivers rotate through your home monthly. Each new face means explaining medications again, rebuilding trust, and grieving lost relationships. Families lose confidence, often moving loved ones to facilities despite preferring home care.

Our retention revolution

Encore Care attacks turnover's root causes systematically. Yes, we pay competitively—$18-24 hourly—but that's just the foundation. Our tokenization program adds wealth-building potential no traditional agency matches. Caregivers earning tokens see their future growing with every shift.

We've reimagined respect in healthcare. Every caregiver receives a welcome package including quality scrubs, a tablet for documentation, and a personal care coordinator who knows their name, their goals, and their challenges. Monthly town halls give caregivers direct access to leadership. Their voices shape company policy.

Career advancement isn't a vague promise but a structured pathway. Start as an aide, become a mentor, advance to coordinator, grow into management. We promote internally because who better understands caregiving than those who've done it? Destiny started as a CNA three years ago; today she manages 50 caregivers across Columbus.

Building sustainable careers

Our 24/7 support team means caregivers never face challenges alone. Difficult client behavior? We provide immediate guidance. Car trouble? We arrange transportation. Family emergency? We cover shifts without guilt trips. This safety net lets caregivers focus on what matters: providing exceptional care.

We celebrate victories publicly. Monthly recognition includes cash bonuses, not just certificates. Client compliments trigger immediate rewards. Years of service bring increasing token allocations. When caregivers feel valued financially and emotionally, they stay.

The compound effect

Low turnover creates positive spirals. Experienced caregivers provide better care, generating client satisfaction and referrals. Stable teams reduce training costs, freeing resources for better compensation. Long-term caregivers accumulate valuable tokens, creating golden handcuffs through wealth building rather than penalties.

Traditional agencies trapped in turnover cycles can't escape—constantly recruiting, training, and losing staff leaves no resources for improvement. We broke this cycle through tokenization, respect, and genuine career development. The result? Caregivers who stay, thrive, and build legacies.