Employee Turnover In Social Work
Employee turnover is not always a negative thing. Social workers often leave positions for retirement, to further their education or raise families and, in these cases it is a positive experience for the social worker and in some cases, can also be positive for an organization, especially in cases where an employee is a poor fit for an organization. Turnover leads to the hiring of new workers with fresh and innovative ideas, however for the most part, turnover in social service agencies is a significant issue that creates a negative impact on organizations as a whole. It has an significant impact upon service delivery as well as worker – client relationships. Ineffective leadership plays a significant role in employee turnover in North
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(2003) conducted a survey within social work agencies throughout North America on ‘preventable turnover’, that is, turnover not due to retirement, pregnancy, sickness, education or sabbatical leave. The results of the survey outlined that supervision played a large role in worker retention and was listed as one of four main factors. Anderson & Gobeil (2003) discuss “four main factors as influencing the ability of agencies to retain workers: mission, supervision, personal investment and goodness of fit” (p.4). Anderson & Gobeil’s (2003) identify how weak or ineffective leadership in social service agencies is essentially more significant for social workers than their salary or rate of pay.
According to the literature, weak leadership is strongly linked to feelings of isolation, frustration, stress and burnout at direct service and …show more content…
Until this tide has been slowed, it will continue to have a cyclical effect. Added to this, social work education programs offer minimal training in administration. Patti (1984) recognizes that social work has viewed “administration as something that any good clinician with the right instincts and a little training could do” (p. 20). In more recent years, the need for training within social work education for supervisory and administration has been identified (Wuenschel,
(2003) conducted a survey within social work agencies throughout North America on ‘preventable turnover’, that is, turnover not due to retirement, pregnancy, sickness, education or sabbatical leave. The results of the survey outlined that supervision played a large role in worker retention and was listed as one of four main factors. Anderson & Gobeil (2003) discuss “four main factors as influencing the ability of agencies to retain workers: mission, supervision, personal investment and goodness of fit” (p.4). Anderson & Gobeil’s (2003) identify how weak or ineffective leadership in social service agencies is essentially more significant for social workers than their salary or rate of pay.
According to the literature, weak leadership is strongly linked to feelings of isolation, frustration, stress and burnout at direct service and …show more content…
Until this tide has been slowed, it will continue to have a cyclical effect. Added to this, social work education programs offer minimal training in administration. Patti (1984) recognizes that social work has viewed “administration as something that any good clinician with the right instincts and a little training could do” (p. 20). In more recent years, the need for training within social work education for supervisory and administration has been identified (Wuenschel,