Recruiting, Selecting, and Retaining Direct Service Workers to Provide Self-Directed HCBS

The following list offers ideas for ways that you can provide a healthy work environment for DSWs who work with you. Take a minute and think about each of these ways to reduce stress for DSWs.

I give DSWs time during orientation and training for me to get to know them and for them to get to know me.

It is important for you to develop a relationship with DSWs so that DSWs feel comfortable asking questions and asking for help when they need it.

I provide clear expectations for DSWs so that they know what I need from them.

If you do not provide clear expectations through onboarding, training, and regular conversations, Modules 4 and 5 would be good to review. It is important to balance expectations with choice – what do you have expectations for and what are you okay with letting the DSW choose?

I know what makes each DSW stressed.

DSWs respond to situations differently, so it’s important to ask DSWs what part of the job makes them stressed and how they manage stress. You can use this information to create a less stressful working environment for your DSWs. For example, if a DSW gets stressed when their schedule changes, you can focus on keeping their work schedule consistent.

I make sure DSWs take breaks throughout their day. If DSWs live with me, I make sure I give them time to be by themselves.

It can be stressful for anyone to work for a long time with no break to take time to themselves. If a DSW has things going on outside of their work, they may need a break to check on family or other things going on.

I communicate often with DSWs and give feedback and praise on a regular basis.

It is important to give feedback and show appreciation for DSWs on a regular basis. When you provide praise and appreciation for a DSW, they can feel like they have more purpose and may get a sense of pride out of doing a good job.

DSWs feel comfortable giving me feedback. A DSW has talked to me about things in the past. When the DSW talked to me, I listened to feedback, and I used this feedback to make changes if needed.

If DSWs are not giving feedback, it does not mean that they aren’t comfortable sharing things with you. If you are giving them time to ask questions and give feedback, great! By giving them that time, the DSWs who support you will understand expectations and you will understand what they need from you.

My training and feedback are person-centered. I train and give feedback in ways that the DSW has told me they prefer.

Just like you want services to be person-centered, DSWs want training to be person centered. If you aren’t sure what they need or want from training and feedback, it is okay to ask!

I monitor DSW overtime hours.

Overtime can be expensive for you and may lead to burnout or increased stress for the DSW. Limit the number of overtime hours your DSW works for you. 

DSWs are in contact with other DSWs – either others who support me or DSWs elsewhere.

While a DSW’s friends and family are a source of support for a DSW, being in contact with other DSWs who can relate to each other can be important for some DSWs to reduce stress and burnout.

I pay my DSWs as well as I can, balancing other expenses.

By paying a DSW a higher wage, it is less likely they will have to have multiple jobs or work overtime to pay for their needs. This can reduce a DSW’s stress and burnout. There are limits to how much you can pay a DSW, but balancing higher pay with other expenses (such as health insurance, unemployment insurance, worker's compensation insurance, and pay increases) is important.

When DSWs ask for time off, I do my best to give them the time off they need.

You and the DSW can support each other in figuring out ways that the DSW can get time off while you still get the support you need.

DSWs who support me know of resources outside of me that they can use if they are stressed.

There are resources you can share with DSWs at the end of this training in the resources section.