ROAD MAP
The Power of Showing That You Care
Why expressing gratitude to homecare workers is a necessity for the industry
By Nikki Holles
Health care is about people. It’s one person helping another—through a visit, a check-in, a small act of care that makes a difference. The work has purpose, but it also has weight. The hours can be long and the emotions high, and the focus rarely shifts away from someone else’s needs.
That’s why appreciation isn’t a bonus, it’s a necessity.
When homecare workers are asked what they want most from their employer, their answers almost always circle back to one word: loyalty. Leaders often think of loyalty as something employees should give to employers. But it works both ways, and loyalty is often returned by the employee when they feel the employer has been loyal to them. To employees, loyalty means they feel like their employer genuinely cares about their success, happiness and well-being. It’s not about perks or policies, it’s about presence.
Surveys confirm this perspective. In a 2024 survey conducted by Right at Home, 42% of caregivers said they want more appreciation from their employers, and many described loyalty as “being seen and valued.” One caregiver put it plainly: “I’ve never been thanked like this in 20 years of caregiving. It wasn’t about the plaque, it was about feeling seen.” Another said, “When my agency checks in just to ask how my day went, it makes me feel like I matter.”
When asked what loyalty looks like, caregivers describe free and easy gestures such as personal phone calls to check in after a long shift, remembering a birthday or a small life event or simply asking, “How did your day go?” These moments cost nothing, yet they carry immense weight. They signal that the leader sees the person behind the role, building trust, connection and loyalty.
Why Appreciation Matters
Turnover has become a persistent issue in homecare. The work hasn’t changed much, but the workforce has. People are seeking meaning, connection and proof that their work matters. When they don’t feel that, they move on.
Many organizations respond with incentives or raises, and while those measures help, they rarely solve the root problem. People don’t leave after one bad shift. They’re most likely to leave after many small moments that made them feel invisible.
Recognition fills that gap. When employees know their efforts matter, they push through the tough days and bring stability, and clients notice that consistency. A familiar caregiver can make all the difference in building trust and delivering quality care.
The Psychology Behind Employee Recognition
People want to know they belong. We all look for signs that what we do matters and that someone notices. When a leader pauses to recognize effort—even something small—it leaves an impression: You matter here.
Sometimes, what keeps a team moving isn’t strategy or structure, it’s recognition. When people feel seen, they lean in. Words of appreciation can shift the mood of an entire day, and over time, those moments shape the way a workplace feels.
When feedback disappears, everything feels a little heavier. The silence leaves people wondering if what they do really matters. In care settings, that kind of disconnection doesn’t stop with the staff, it reaches the people depending on them for comfort and support.
Balancing Gratitude & Accountability
Sometimes people assume that showing gratitude weakens accountability. It doesn’t. The two actually work better together. When feedback comes from a place of respect, people are more willing to listen. They understand that being corrected isn’t the same as being criticized—it’s someone taking the time to help them get better. That kind of trust builds safety that in turn makes individual growth possible.
Recognition also works best when it’s clear and personal. Generic praise fades fast; details stick. Instead of saying, “Nice work today,” point to what stood out, such as: “The way you handled that client’s concern showed real patience.” That kind of acknowledgment shows people exactly what success looks like and why it matters
You don’t need a program to show thanks. Say it when you observe a significant act, not weeks later. Name what you noticed—a calm tone with a frustrated client, a shift covered at the last minute. Do it often enough that it feels normal, not performative. And keep it real, because people can tell when praise is canned. Simple, specific moments like these make the workplace feel more genuine and help the work go better.
Turning Appreciation Into Culture
Culture is built in moments, such as how leaders react under pressure, how teams handle conflict and how people talk when no one’s watching.
To build a culture of appreciation, start with small, consistent actions:
- Listen carefully and respond thoughtfully.
- Share client praise with the team.
- Encourage coworkers to thank one another.
At Right at Home, we’ve seen how this consistency pays off. It’s one reason many of our offices have earned the Great Place To Work certification. But more importantly, it’s how we make sure our teams feel heard and supported every single day.
Recruitment & Retention Through Culture
Today’s workforce is paying attention to culture. Job seekers want to know not just what a company does, but also how it treats its people. They read reviews, talk to current employees and pay attention to tone.
A reputation for gratitude attracts people who want to make a difference. When employees feel appreciated, they become advocates. They talk about it, and that word of mouth becomes a powerful recruiting tool.
Retention and recruitment go hand in hand. When people stay longer because they feel valued, they help bring in others who share those same values.
How to Cultivate a Leadership Mindset
In any kind of care work or connection with clients in need, we ask people to bring empathy, patience and strength every single day. They lift others in their most difficult moments. Our role as leaders is to lift them back up.
In homecare and health care, where the work is demanding and deeply personal, this kind of loyalty pays dividends. Loyal caregivers stay longer, provide more consistent care and create stronger bonds with clients. For leaders, the message is clear: Loyalty isn’t bought, it’s earned through everyday acts of appreciation.
And when employees feel that loyalty, they give it back in ways that strengthen your culture and your bottom line.
Nikki Holles, PHR, SHRM, is the senior vice president of people strategy and governance for Right at Home. She has a passion for transforming human resource departments into strategic business partners and enhancing employee experiences. Visit rightathome.net.
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