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.
DSPs operate in a field where routines change constantly. A client may have a health crisis, a behavioral challenge, or an unexpected appointment. DSPs adjust to these changes daily. When leadership responds with rigidity—strict schedules, little room for swapping shifts, or limited understanding of life outside work—loyalty and morale suffer.
Flexibility sends a clear message: “We see you. We understand life happens. We trust you to do your best and will work with you when things change.” That trust builds retention. It communicates respect for DSPs as individuals, not just workers.
Consider the difference: A DSP misses a personal appointment because of a sudden change in schedule. If leadership punishes or ignores the context, resentment builds. If leadership works with the DSP to find a solution, loyalty and trust grow. Over time, flexibility becomes far more meaningful than perks.
Takeaway: Think beyond the perks. Ask yourself, “How can we build flexibility into schedules, expectations, and support systems?” The answer may cost little but pay dividends in engagement and retention.
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