4 leadership mistakes that lead to high turnover in the care sector

LAST PUBLISHED: 18 October 2021 LAST UPDATED: 13 April 2026

High turnover rates are a significant challenge in the care and community sectors. In industries like aged care, disability support, and early childhood education, consistency of care is everything. When a team member leaves, it doesn’t just cost the organisation in recruitment, it impacts the wellbeing of the clients and the children who rely on those stable, trusting relationships.

More often than not, the reason people leave their roles can be traced back to management practices. Even the most passionate worker can become disheartened by a lack of support or a chaotic environment. As an employer or leader, fostering a culture where people feel valued is the best way to ensure your team stays for the long term.

Here are four habits to avoid to keep your care team thriving.

1. Breaking your word on flexibility and support

In 2026, flexibility is the number one priority for care workers. Whether they are balancing their own family needs or pursuing further study, staff rely on a predictable and supportive roster. When a leader makes a promise regarding shift patterns, leave, or additional on-the-floor support and then fails to follow through, trust is instantly damaged.

Every time a commitment is broken, it sends a message that the employee’s personal life and wellbeing aren’t a priority. To maintain a loyal team, ensure that any promises made regarding workplace conditions are realistic, documented, and kept.

2. Failing to challenge and grow your team

The best employees in the care sector are those who are always looking for better ways to support their clients or students. If their suggestions for improvement are ignored or their career path feels stagnant, they can quickly feel powerless.

A great way to challenge your team is to encourage further study. Supporting your staff to undertake a CHC50125 Diploma of Early Childhood Education and Care or a CHC52025 Diploma of Community Services through Kirana Colleges shows that you are invested in their future. Workplace training boosts their confidence and brings fresh, updated skills back into your service.

3. Allowing burnout through overworking

In a sector with known workforce shortages, it is easy to slip into a “crunch time” mindset. However, pushing your team to take on constant double shifts or unmanageable caseloads is the fastest way to spike turnover rates.

Overworking people because they are “high performers” is a recipe for burnout. Instead, focus on sustainable workloads and mental health support. If you need staff to step up into higher responsibilities, it must come with a proportional increase in support and professional recognition. A healthy, rested team provides a much higher standard of care than one that is exhausted.

4. Failing to recognise the “small” wins

In the care industry, success isn’t always measured in big numbers; it’s measured in small, human moments. Many leaders underestimate the power of acknowledging these moments. A quick word of thanks for how a teacher handled a difficult transition or how a support worker went the extra mile for a client can make a world of difference.

People stay where they feel they matter. Make the effort to spot who is putting in their best work and reward them with genuine recognition.