Let’s face it – working in social care is tough. The everyday challenges of supporting people through some of their most vulnerable moments takes a toll, and that’s why building resilience isn’t a nice-to-have, it’s essential. If you’re managing a team in social care, helping your staff stay strong and motivated is a top priority.
In this article, we’ll cover:
- What resilience in social care means and why it matters more than ever
- The practical ways you can build resilience in your social care team
- How to build a supportive environment within your organisation
- Why leading by example matters
- Measuring success.
What does resilience in social care actually mean?
When we talk about resilience in social care, we’re not just talking about ‘toughing it out’ or ‘keeping a stiff upper lip.’ True resilience is about having the tools and support needed to stay compassionate, calm and effective when things get difficult.
Why resilience in social care matters now more than ever
Social care teams are facing some serious challenges; they’re dealing with trauma and loss every day, they’re being asked to do more with less, they’re supporting people with complex needs, and balancing actual care with paperwork.
All of these challenges can lead to burnout. And when staff burn out, they leave, creating a vicious cycle that puts even more pressure on the people who stay.
Practical ways to build resilience in your social care team
1. Create a safe space
Your team needs to know it’s OK to speak up if they’re struggling. Make it normal to talk about the emotional impact of the work you and your team do, and always listen to and support your staff when they come to you with concerns or issues.
2. Debrief regularly
Help your team process tough experiences with regular check-ins. Consider carving out time for a quick 10-minute daily check-in for immediate concerns and feedback, then set aside time for deeper discussions in your weekly or monthly meetings. Try approaching check-ins like this: Start by asking what happened and how it affected us, then discuss what can be learned from it.
3. Keep workloads manageable
You can’t build resilience if everyone’s drowning in work. Regularly check in on how much each person is handling (remember that emotional work counts as workload too) and be transparent about how work is shared out. Set clear boundaries around working hours, and have a backup plan in place for when someone’s off sick.
4. Help your team connect
Teams that genuinely support each other are stronger. Start a monthly appreciation circle where the team can acknowledge and celebrate great work. And set up a buddy system where staff can support each other.
Read more: 12 Effective ways to appreciate your care home team →
5. Build skills and confidence
People feel more resilient when they feel capable. Make sure your team has access to the training they need to upskill and build confidence. FuturU can really help here. Alongside core competencies and specialised skills training, we have courses covering:
- Conflict resolution
- Complaints handling
- De-escalation
- End of life care
- Freedom to speak up
- Inner wellness.
Plus many more! Book a demo with our team today to learn how we can support your team’s development for just £2 per month per learner.
Building a supportive environment for your team
You can be the best manager in the world, but building a truly resilient team isn’t something you can do alone.
Think of it like this; you’re planting the seeds of resilience with your team every day, but your organisation needs to provide the right soil, water and sunlight for those seeds to grow!
Here’s some of the ways your wider organisation can support the resilience work you’re doing with your team:
- Making sure staff know how to access wellbeing support when needed and creating clear paths to mental health resources
- Checking in on wellbeing regularly, not just during performance reviews
- Celebrating achievements, big and small, and encouraging team members to recognise each other
- Establishing a feedback culture, where everyone’s encouraged to share their ideas and views.
Lead by example
Your team is watching you closely. If you’re constantly stressed, overwhelmed, or working yourself to the bone, that’s the climate your team will adopt too.
The most powerful way to build resilience isn’t through policies or programmes – it’s through your own daily example. Here’s how to model the resilience you want to see:
1. Be open and honest about your own experiences
Don’t pretend you’re superhuman – talk about the challenges you’ve faced and how you worked through them. Share your own techniques for recharging after a challenging day, and explain how your thinking about self care has evolved over time.
2. Set clear boundaries
And stick to them! Your boundaries teach your team what’s acceptable. Be clear about your working hours and when you’re available. Take your breaks and time off. And don’t send emails or texts outside of your working hours. Every time you respect your own boundaries, you give your team permission to respect theirs too.
3. Be authentic
There’s strength to be found in appropriate vulnerability. Ask for help when you need it, admit when you don’t have all the answers, acknowledge things you find difficult, and share what you’re learning, not just what you already know.
4. Balance emotional honesty with steadiness
It’s important to create emotional safety through balanced responses. You can do this by acknowledging difficult realities without catastrophising, and showing optimism without toxic positivity. Use phrases like ‘This is challenging, and we have the skills to handle it.’
Track what’s working
How do you know if all your resilience-building efforts are actually making a difference? It’s not enough to just hope things are improving – you need to see real evidence.
Start by watching your staff turnover and sick leave numbers, as these are usually the first indicators that show when things are getting better. Most organisations already track these, so it’s just a matter of connecting them to your resilience work.
Next, consider using simple wellbeing surveys – they don’t need to be complicated, just consistent enough to spot trends over time. Team meetings are also goldmines for feedback; set aside a few minutes regularly to ask ‘How are we doing with our resilience efforts?’ and really listen to the answers. When you need deeper insights, small focus groups can reveal what’s working and what’s not in a way that numbers alone can’t tell you.
Perhaps most importantly, keep an eye on your service quality measures – this helps demonstrate that staff wellbeing directly impacts the care you provide, which can help make the case for continued investment in resilience. Remember, measuring impact isn’t about perfect data – it’s about gathering enough evidence to guide your next steps and show that your efforts are worthwhile.
Read more: How to create a feedback culture at your care home →
Creating resilient teams isn’t a luxury – it’s essential for providing good care that lasts. By focusing on psychological safety, manageable workloads, team connections, reflection, and skills development, you can build a team that thrives even through tough times.
