When it comes to building a strong care workforce, one truth keeps surfacing: communities and culture consistently outperform transactional rewards.

For years, the playbook was simple: offer bonuses, points, gift cards, or cash incentives and hope caregivers stick around. But while compensation matters, our data at CoachUp Care shows money alone isn’t enough—and certainly isn’t the most sustainable strategy.

What the Data Tells Us

Looking at thousands of employees across providers—caregivers, nurses, and office staff—a clear pattern is emerging:

• 20% of providers don’t use monetary rewards at all. Instead, they lean on creative recognition: sweepstakes, event tickets, team-building activities, or branded swag. Among them, half have boosted retention and another 40% perform above the national average. Their secret? Strong engagement in surveys, community, polls, wellness initiatives, and cultural programming - getting connected.
• 80% of providers do use rewards, but it’s part of a broader portfolio strategy of engagement and the difference is striking: most spend only about $3 per employee per month—far less than many assume. Even at this modest level, 70% improved retention, often surpassing national benchmarks within six months. 

The takeaway: It’s not about how much you spend—it’s about the context and strategy. Real retention gains come from connecting your team alongside spotting opportunities and risks in your labor data and acting on them. Rewards alone are just a tactic. To drive lasting change, you need a holistic approach where operational leaders use data to guide decisions and shape culture. This is the heart of the CoachUp Care effect. 
 
Why This Matters in Care

Caregiving is human work. People choose this field not just for a paycheck, but for purpose, connection, and community.

• A caregiver who feels seen, included, and supported is far more likely to stay than one who just gets a $10 gift card.
• Rewards in isolation can even backfire—making employees feel “bought off” instead of genuinely valued. In fact, many providers come to us to “unwind their rewards” program.
• Communities and culture are the foundation. Rewards only succeed when they reinforce that foundation, not replace it.

As Jim Kearns, COO of MissionCare Collective (CoachUp Care’s parent company) explains:

“If money is the only relationship you have with your employees, and that is the only thing you talk about, they will leave for $0.25 elsewhere. When employees feel connected to you and feel cared about, they aren’t going to easily walk away from that relationship. This workforce is highly driven by relationships. They stay in this field because of connection.”


The Real Takeaway

If you want to build a resilient care workforce, don’t just pay people to show up—create companies they want to belong to. Yes, rewards have a role. But when they sit inside a culture of belonging, they become more meaningful, more sustainable, and more human. That’s how organizations reduce turnover, strengthen teams, and deliver better care. At CoachUp Care, we’re proving every day that culture eats rewards programs for lunch. And in caregiving, that difference means happier teams, more filled shifts, improved client satisfaction, and bottom-line impact.