Care services do not run on goodwill alone. They rely on capable, confident leaders who can manage teams, ensure quality, and respond to daily challenges.
But the pipeline of future leaders in adult social care is under pressure. Many experienced managers are leaving the sector or retiring. At the same time, recruitment into deputy and team leader roles is struggling to keep pace.
If providers want to attract and retain strong staff, leadership development cannot be an afterthought. It needs to be built into recruitment, onboarding, and progression planning from the start.
What strong leadership looks like in care settings
Frontline managers in care homes, supported living, and domiciliary services often take on wide-ranging responsibilities, including:
- Rota planning and staff supervision
- Incident reporting and safeguarding
- Compliance with CQC requirements
- Communication with families and professionals
- Responding to emergencies and crises
They also set the tone for team culture and are often the reason staff stay or leave.
Recruiting someone into a leadership role without proper support increases the risk of burnout, poor decision-making, and turnover.
Where the recruitment gap is showing
At Barrow Mount, we regularly work with providers struggling to fill roles such as:
- Registered managers
- Deputy managers
- Team leaders or seniors
- Care coordinators
In many cases, there is no shortage of frontline staff with potential — but no clear route to help them step up.
How to build a stronger pipeline
Here are four steps that can help improve both recruitment and retention of care leaders:
- Spot potential early
Encourage experienced support workers to take on responsibilities in safe, supported ways before promoting them formally. - Offer structured training
Level 3 and Level 5 qualifications are important, but so are mentoring, reflective practice, and real-world coaching. - Make leadership roles visible and attractive
Job ads should highlight development, support, and the chance to make a difference — not just the list of responsibilities. - Avoid setting people up to fail
Promoting someone without support or expecting them to cover multiple services on their own is a fast track to burnout.
Barrow Mount helps providers recruit and develop leaders
We work with residential and community providers to place care managers, deputies, and leadership teams. We also advise on how to structure progression pathways and make leadership roles more appealing to internal and external candidates.
If you need support hiring for key leadership positions or want to invest in your team’s future, we can help.
