Shortages, burnout, and turnover. We constantly hear that the state of the caregiver workforce is in jeopardy. And for good reason, those challenges are real and providers feel their impact. But conversations about the workforce sometimes miss the most important perspective: the caregivers themselves.
What motivates caregivers to stay in the field? What makes their work easier? And what support do they need from the agencies they work with every day?
To better understand those questions, HHAeXchange gathered feedback from more than 8,200 caregivers in our 2025 Homecare Insights: Caregiver Voices Survey. The responses offer a behind-the-scenes look into how caregivers view their work and the changes they’d like to see in the months ahead.
The findings reinforce something many providers already know: caregivers are deeply committed to the people they support. But they also highlight practical ways agencies can better support their employees.
Caregiving has always been a mission-driven career. People choose to work as caregivers because they want to help people, and this survey reinforces that.
In the survey, 61.7% of caregivers said that making a positive impact on their clients’ health and well-being is the primary reason they do the job. For many caregivers, the work is personal. They often enter the field after caring for a family member or seeing firsthand how meaningful support in the home can be.
That sense of purpose is one of the many strengths of caregivers. They are not just completing tasks—they are building relationships, helping people maintain independence, and supporting families during difficult moments.
For agencies, reinforcing that purpose can make a difference to the caregivers they employ. Simple steps like recognizing caregivers for their work, sharing client success stories, and regularly matching caregivers to the same client can strengthen that connection to the mission.
Money is important for everyone, and caregivers are no different. They want to be paid fairly for their hard work and commitment. So, it should come as no surprise that compensation continues to be a factor in caregiver satisfaction. In the survey, 72.3% of caregivers said higher pay would make their job easier.
Caregiving is physically and emotionally demanding work, and wages across the industry remain a major topic of discussion. For instance, the controversial 80/20 provision, which states that at least 80% of Medicaid payments for personal care, homemaker, and home health aide services must go directly to compensating direct care workers, remains a hotly debated requirement.
At the same time, caregivers also pointed to other factors that influence their experience on the job. Interest in flexible scheduling rose to 28.2%, and 21.7% of caregivers said additional training opportunities would help improve their work experience.
These results suggest that while pay is important, caregivers are also looking for workplaces that support flexibility and professional growth.
Agencies that invest in these areas—whether through more flexible scheduling options, expanded training programs, or opportunities for career advancement—may find it easier to retain experienced caregivers over time.
Some agencies worry that their caregivers might resist technology, assuming that they might get frustrated by its complexity. But the survey results tell a different story.
In fact, 65.3% of caregivers said outdated or difficult technology is the least challenging part of their job.
Many caregivers today are already comfortable using smartphones and mobile apps in their daily lives. When tools are easy to use, they can simplify tasks that would normally take more time or require a lot of communication with the office.
For example, caregivers reported that technology is particularly helpful for managing the logistical aspects of their work.
Nearly half of caregivers (49.3%) said technology helps them most with scheduling and shift management, while 31.5% said it improves communication with clients and care teams.
For agencies, this highlights an important point: technology is most valuable when it removes friction from everyday work. Tools that make it easier to check schedules, communicate with coordinators, or document care can help caregivers stay focused on their clients.
Caregivers often spend more time with clients than any other member of the care team. Because of that, they are often the first to notice subtle changes in a client’s condition.
The survey results suggest caregivers take that responsibility seriously. Nearly 70% said they would be willing to spend an extra three to five minutes documenting observations if it helped improve client care.
This finding highlights the important role caregivers play in identifying potential issues early. Small changes in appetite, mobility, mood, or daily routines can sometimes signal larger health concerns.
When agencies make it easy for caregivers to document these observations—and make sure that information is reviewed and shared with the broader care team—it can help support better outcomes for clients.
Just as importantly, it reinforces that caregivers’ insights are valued.
The survey also shows that some concerns have shifted in recent years.
For example, worries about exposure to infectious diseases have declined. Concern about this issue dropped from 18% in 2023 to 11.4% in 2025, reflecting how the industry has gradually moved beyond the most intense phases of the pandemic.
At the same time, caregiving remains demanding work. Agencies still face ongoing workforce shortages, growing need for services, and increasing expectations from payers and regulators.
Supporting caregivers through these changes will continue to be essential for agencies looking to build stable, reliable teams.
The message from caregivers in the survey is clear: they care deeply about the people they serve, and they take pride in the work they do.
But like any workforce, they need the right support to succeed.
Fair compensation, flexible scheduling, opportunities to grow professionally, and tools that make daily work easier all play a role in shaping their experience.
For agencies, listening to caregivers—and acting on their feedback—can strengthen retention, improve job satisfaction, and lead to better care for the people who rely on these services every day.
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