Promoting staff retention in social work: Identifying the ‘push’ and the ‘pull’ factors from the perspective of newly qualified social workers

This study explores the push and pull factors influencing retention of Newly Qualified Social Workers (NQSWs). A mixed methods design, using standardized measures were used alongside questions capturing demographic data, motivation, employment preferences, and satisfaction with supervision. A sample of 122 NQSWs who graduated from one of three participating universities consented to participate. Quantitative data were analysed using SPSS. Well-being and resilience scores were analysed to examine the effects of participants’ age, sex, caring responsibilities, disability, and if they worked in children’s or adult services. Levels of motivation to be a social worker, satisfaction with supervision and support during their Assessed Year in Employment were examined. Findings demonstrate that 60 percent of participants had mild or probable clinical depression. Well-being scores were significantly higher for those working within adult services compared to those in children’s services. Whereas resilience scores were significantly higher for those working in children’s services. NQSWs are committed to their career but almost 40 percent reported decreased levels of motivation. Participants recommended pull factors (i.e., increased pay, better work-life balance, manageable workloads, access to specialist training) to stabilize the workforce to improve continuity of care, build stronger relationships with service users and develop expertise to navigate complex situations.