Burnout doesn’t happen overnight. It creeps in, quietly chipping away at motivation, energy, and engagement. Unfortunately, leadership often doesn’t notice until a DSP resigns—or worse, leaves abruptly.

Many organizations try to retain staff with perks—gift cards, staff lunches, or occasional team outings. While these gestures are appreciated, they do not address the underlying stressors of the work. Flexibility does.

When leadership thinks about budgets, retention, or training, the cost of not supporting DSPs rarely appears in spreadsheets. But make no mistake—it exists, and it’s significant. It shows up in the people who leave, in the strain on those who remain, and in the quality of support that clients experience every day.

When organizations talk about retention, the conversation often begins after a Direct Support Professional’s first day. Orientation agendas are reviewed. Training methods are adjusted. Mentorship programs are introduced. All of that matters—but by the time a DSP walks into orientation, retention has already begun.

For Direct Support Professionals, few things feel more discouraging than support that feels like surveillance. Leaders often intend to be helpful when they “check in,” but if it comes across as monitoring or second-guessing, trust can erode quickly.

Silence from Direct Support Professionals is often misunderstood. When DSPs stop asking questions, offering ideas, or raising concerns, it can look like things are running smoothly. In reality, silence is rarely a sign that everything is fine.

Many leaders pride themselves on being approachable. “My door is always open” is often said with good intentions, meant to signal availability and support. Yet for many Direct Support Professionals, those words alone do not translate into feeling truly supported or heard.

Feedback is a necessary part of leadership, but it is also one of the fastest ways to erode trust when handled poorly. For Direct Support Professionals, feedback often feels personal because the work itself is personal. How supervisors deliver feedback can determine whether it leads to growth or disengagement.

Direct Support Professionals hear a lot in the course of their work—updates, reminders, schedule changes, policy clarifications, and requests to “just hang on a little longer.” What they hear far less often are the words that reinforce their value, clarify expectations, and remind them they are supported.

It didn’t begin with a big plan or a major breakthrough. It started with a simple question at the end of a long shift:“Did you like how today went?”