Job turnover poses a significant challenge across various industries, yet few sectors endure its repercussions as acutely as the child welfare system. Studies reveal that the turnover rate among social workers on a national scale may reach a staggering 40%.

A study from the University of Hawaii attempts to shed light on this trend. The researcher’s objective was to investigate the correlation between turnover and distinct manifestations of burnout among child welfare caseworkers, against the backdrop of the COVID-19 pandemic.

Leaving the profession

Findings from the research indicate that a multitude of factors prompts the departure of child welfare workers from their positions. Among the 258 surveyed caseworkers, less than half expressed intentions to remain in their roles for a duration of five years, while approximately half revealed no immediate plans to sever ties with their current agencies.

The ramifications of such high turnover rates in the child welfare system extend far beyond the affected agencies themselves. Each departure of a caseworker inflicts a financial burden on the agency, amounting to between 30% and 200% of the individual’s annual salary.

However, the consequences are far graver for the children and families involved. A cited study uncovered that the loss of a caseworker resulted in heightened apprehension among youth, impeding the development of trust that had been painstakingly fostered over the course of years. The study identifies workplace burnout as the foremost catalyst behind this persistent issue of elevated turnover rates.

Frequent burnout

“Social workers experience burnout all too often. This is largely due to the high-stress environments they work in on a day-to-day basis. The decisions they make directly impact the reunification of families, and they are often expected to manage heavy caseloads for resource-poor agencies,” the authors explain.

The researchers argue that alleviating the physical and emotional strain experienced by child welfare workers holds the potential for mitigating job burnout. An effective approach to achieving this objective involves minimizing administrative burdens, such as the onerous paperwork that currently encumbers these professionals.

Furthermore, the establishment of robust support systems is imperative. Notably, emotional exhaustion has been found to stem from an absence of supportive leadership, thus highlighting the significance of bolstering this aspect.

“We found that the burden of the work intensity was most associated with intentions to leave the workforce,” the authors conclude. “Child Welfare agencies can take this information and work to reduce aspects of the work such as caseload and administrative paperwork.”