Progreso.ai

What Does 30cm of Snow Mean for Domiciliary Care? ⛄️ Recently I shared a conversation with Rejoice Bhila about overseas Carers experiencing their first UK winter and many of you resonated with the struggle. Rose Reardon and other home care providers have also shared great insights on the challenges that lie ahead as they work to support their staff in conditions that are easy to overlook when you work from home like many of us do. For some of us, a bit of snow is a good excuse to get outside and go for a walk, but for others, the ones on the frontlines looking after the vulnerable, they've got a challenging weekend ahead. Working with providers that care for their teams help us unlock powerful little solutions like this one. If you have any winter prep tips that you'd like to share, feel free to do so in the comments section, I'm all ears! ⬇️

Social Care Recruitment Tip - Be honest, Be Vulnerable 🔓 So often I hear from providers that the reason they have such a high turnover in the first 90 days is because the Carer didn't know how tough the job could be. Caron Agatowski Care Sector VA and Mentor was generous enough to share an experience she had that shaped her career in Care. Framing conversations is key to her recruitment style, and a particularly powerful behavioural technique. Difficult moments like this now allow her to create space for open conversations in interviews and set the standard for resilience and growth. What's the most powerful or revealing interview technique you've witnessed?

Care Worker inductions can be overwhelming. 🤯 Every care provider we’ve spoken to this year has highlighted the same challenge: balancing the need to cover a mountain of essential information without overwhelming new staff. Inductions shouldn't be a knowledge dump, they should support people through their first steps, building their confidence, and setting them up to succeed. That’s why we’ve built Induction Journeys on Progreso. Progreso coaches don’t replace face-to-face inductions—they complement them. New starters can: ✅ Apply knowledge in real-time through conversational learning. ✅ Ask questions whenever they need, through WhatsApp. ✅ Get support to navigate complex policies or procedures in plain, accessible language. The result? Staff who feel more confident, supported, and ready to provide outstanding care. Inductions shouldn’t feel like a firehose of information—they should feel like a helping hand. Progreso.ai is here to make that hand accessible 24/7. Share your best induction tips below ⬇️ I also hear the promise of cake helps people retain information when all else fails, but that's currently a feature we haven't figured out with Progreso.ai

I'm almost lost for words tonight... As many of you know, we've building Progreso.ai to solve the retention problem in the care sector and improve staff wellbeing. Thousands of hours of hard work from my team are beginning to take shape in the most powerful way. It's so exciting to build something that both challenges and teaches me so much! 🚀 The types of conversations we're starting to see from our Progreso coaches are simply inspiring. Because we've not just been digging into retention in care, we've been reading up on and speaking to experts in habit formation, behavioural economics, world class coaches and carers and managers on the front lines. The pay off is that we're enabling the types of conversation that work like a gentle correction of your posture. Encouraging little shifts in your behaviour that allow everything else fall into place. Drop me a message if you want to understand a bit more about what we're building here. Looking forward to sharing more as we grow 🙌

A morning nudge from my Progreso.ai Coach that I thought would be worth sharing with everyone on Linkedin driving home this Friday evening 🥶 Have a safe weekend everyone!

Staff don’t stay just for the pay—they stay because they belong 💙 In my latest podcast episode of the Care to Share podcast, I spoke with Julie Garrity about the real drivers behind staff retention. For Julie, the focus of staff well-being shouldn't be reserved for stress or crises. A provider's job is to create a workplace where people feel they belong, are appreciated, and have opportunities to grow. She said it best: “Well-being is about feeling supported every single day. It’s knowing this is where you want to be, where you feel appreciated and belong.” As leaders, we need to ask ourselves: Are we creating an environment where staff feel this way? If you’re struggling with retention or just want to support your team better, this clip is a must-watch. 🎧 What’s one thing you do to ensure your staff feel valued and supported? Let’s discuss in the comments! 👇

CQC inspections, Tick-box exercises or Growth opportunities? A CQC inspection isn’t just a tick-box exercise—it’s an opportunity to drive real growth in your organisation. In my recent conversation with Sultana, a former CQC inspector and now a consultant who helps care providers achieve “Outstanding” ratings, we discussed a critical yet often overlooked point: demonstrating that you’re not only gathering feedback but also acting on it. The CQC wants to see that feedback and surveys lead to actual change. They’re looking for organisations that actually learn and grow from their findings. This kind of proactive approach not only aligns with regulatory expectations but also strengthens the core of your organisation. Here’s how the best care providers approach it: ✅ Gather Insight, Take Action: They Listen, Learn and Level up ✅ Close the Feedback Loop: They inform staff and residents of the changes that came from their feedback, reinforcing trust and engagement. ✅ Build a Culture of Learning: Providers that perform well with the CQC demonstrate that they’re committed to growth rather than simply meeting minimum standards. CQC inspections are a chance to showcase the heart of your organisation, to raise the bar in care standards. What actions have you taken recently based on resident or staff input?