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High turnover and low retention in human services, particularly child welfare, is not new. We've been talking about it for decades. For the last several years we've discussed social work burnout, worker well-being, and retention and recruitment strategies on our blog as well.

The consequences of high turnover are felt by both agencies and the citizens they serve. In nearly every Annual Progress and Services Report (APSR) published in the last couple years by the states, staffing issues are cited as a main barrier towards agencies meeting their goals for improving service and making progress towards important system changes. It is also well documented that turnover of caseworkers negatively impacts child and families.

It feels dire, and it sure keeps many leaders across the country up at night. But what gives us hope is that so many industry leaders refuse to give up trying to create more sustainable systems that support better, more equitable delivery of services.

“As directors, it is our sole responsibility to clear the path and move obstacles out of the way for people to stay in our agency. Any time you can give caseworkers more time with families, it helps with their morale and their balance. That ultimately has a positive impact on the work we’re doing.” – Joe Kellerby, Child Welfare Director, Mesa County Department of Human Services

This quote from one of our customers underscores why technology has such a huge impact in human services. Technology allows workers more time to do the job they signed up to do—assisting clients in being healthy, safe, and successful—which is critical for supporting and sustaining the workforce.

Yet, buying technology can still be incredibly difficult, especially for agencies who haven’t done it before. We know it’s overwhelming to navigate all the options available, so we created a technology toolkit to help your human services agency navigate the journey—from defining the problem you want to solve, to evaluating the right partners, to implementing and optimizing your solution. Here’s a quick preview of the top questions we answer.

Sustaining the workforce. Increasing capacity. Building resiliency. If you work in human services, you’re certainly familiar with these terms.

As agencies across the country continue to feel the effects of staffing shortages and a shrinking pool of quality candidates to fill their vacant positions, leaders are looking to address one of the major underlying causes contributing to the workforce crisis—staff burnout.

The reasons for burnout are many, including long hours, low pay, and lack of support. While many workers who enter the field expect the job to be stressful, they don’t anticipate the added burden of paperwork and bureaucracy. Yet, 64% of their burnout stems from these work-related causes.

You may have heard the adage “technology projects are people projects.” This is because when your human services agency embarks on a modernization initiative, the technology itself isn’t what drives the change. People do. If workers aren’t willing to open their minds or change their habits, the technology won’t provide value and your agency won’t realize the intended return on investment. To be successful, you have to lead with change from start to finish.

Change is hard, especially in human services. When you’re so committed to empowering clients and families to change their own behaviors, it can be challenging to flip the lens and see the value of change for yourself—especially when your capacity is already limited.

There are plenty of reasons that human services agencies may be hesitant to change that often boil down to the same key issue: workers are already so overwhelmed they simply don’t have time and energy to add one more thing to their plate.

Another year is coming to a close and that means it's time to recap our top blogs of 2022. Whether you're new here (welcome!) or a regular reader (welcome back!), we hope you'll find something new and insightful in this year's list.

Subscribe to the blog via email so you never miss out on future content or get in touch with our team if certain trends, topics, or challenges are on your mind as we head into the new year. As always, thanks for reading along with us!

You want to read up on the important topics and trends impacting human services, but that’s much easier said than done when you’ve already got so much else on your plate.

Sound familiar? If so, we’ve got you covered.

Change is hard, even for people in human services whose entire jobs are affecting change in others. Change is hard for everyone, maybe especially for social workers (and the people who support them) whose jobs are already so difficult.

Buying technology for human services can be hard, especially for agencies that have never done so before. (Of course, working through this process amid a global pandemic and economic instability adds a new layer of complication!)

It’s no secret that technology is a huge investment. If you’ve put significant time and resources toward integrating technology throughout your agency’s daily flow of activities, you expect to see ongoing, long-term results long after your initial purchase.

But what happens when you stop seeing those returns? The reality is, even the most successful technology implementations can get off track down the line—especially several years later.

People turn over. Crises interrupt operations. Processes change. Time passes. If the way you use technology doesn’t adapt to the way you work, the efficiencies and time savings you once gained may slowly trickle away.