Fix the Employee Experience for Direct Support Professionals (DSPs): 5 Small Changes with Big Results
It’s so easy to miss the best, cheapest, and most effective solutions. Then, we scratch our heads wondering why our retention initiative didn’t move the needle.
Many agencies focus their efforts on big solutions—higher salaries, better benefits, larger signing bonuses. While important, these investments alone rarely solve the deeper issue: the day-to-day employee experience.
Research consistently shows that small, strategic actions have an outsized impact on whether employees stay and thrive—or disengage and leave. A meaningful, supportive daily experience is critical for long-term success, especially for Direct Support Professionals (DSPs).
Here are five small but powerful changes that organizations can make immediately to dramatically improve their employee experience—and by extension, their retention rates.
1. Give Positive, Behavior-Specific Feedback (At Least Twice a Month)
One of the fastest ways to improve morale is also one of the simplest: consistent, specific praise.
General praise like “Good job!” is quickly forgotten. Specific, behavior-based feedback not only reinforces desired actions but also shows employees they are seen and valued.
For example:
Instead of “You’re doing great,” say, “Your detailed notes after Michael’s dentist appointment helped the whole team stay informed. That level of thoroughness keeps things running smoothly.”
Instead of “Thanks for helping,” say, “You jumped in to assist Laura during that behavioral episode yesterday without being asked—that teamwork made a real difference.”
Specific praise is one of the top drivers of employee engagement—and it costs nothing but attention.
Set a goal: two behavior-specific pieces of feedback per employee per month. Calendar reminders help make it a habit.
2. Tie Tangible Incentives to Achievable Individual Goals
While public recognition is valuable, tangible rewards tied to clear, achievable behaviors can supercharge motivation.
Consider these examples:
Zero med errors for 3 months = bonus PTO hours.
All trainings completed 2 weeks early = $25 gift card.
100% daily notes completed on time for 30 days = entry into a prize drawing.
The key is to focus on behaviors within an employee’s control, not vague metrics or team averages.
Tangible rewards tied directly to individual performance are more effective than general, unstructured incentives.
These don’t have to be expensive—small, meaningful rewards create a cycle of success and recognition that reinforces itself. For more ideas on how to provide simple, low-cost rewards, check out this article by Forbes.
3. Launch a 90-Day Peer Mentor Program for New Hires
Orientation packets and one-time shadowing sessions aren’t enough to keep new hires engaged through the critical first 90 days.
Instead, assign each new employee a peer mentor—a current staff member who provides regular support:
First Week: Daily check-ins (even just a 5-10 minute conversation).
Weeks 2–4: Weekly check-ins (brief touchpoints about common stumbling blocks).
Months 2–3: Biweekly check-ins (offering continued support and celebrating progress).
A good peer mentor helps normalize the learning curve, answer small questions, and bridge the gap between formal training and daily work realities.
Agencies that have implemented structured mentoring programs often report major improvements. To hear how one agency has successfully implemented peer mentorship for new hires, check out episode 24 of the podcast.
Bonus tip: offer mentors a small stipend or public recognition for their leadership role. It builds a leadership pipeline while supporting new hires.
4. Host Monthly “Wins” Meetings (with Raffles!)
Celebrating success isn’t just about boosting morale—it’s about reinforcing the values and behaviors that move the mission forward.
Set up a short (20-minute) Monthly Wins Meeting where:
The Director shares agency-wide successes.
Supervisors highlight individual staff members' achievements.
Team members share quick stories about client progress.
To maximize participation, offer two different meeting times (to accommodate shift workers) and hold live raffles for gift cards or small prizes. Anyone who attends is eligible to win.
Keeping the tone positive, fast-paced, and fun makes these meetings feel like a reward, not another obligation.
Live celebrations remind people why they chose this work—and why it’s worth staying.
5. Do Quick Supervisor Check-Ins Every Week or Two
Employees don’t leave jobs—they leave supervisors. Frequent, casual check-ins help supervisors catch small frustrations before they become reasons to resign.
Here’s a simple formula:
Check-in once a week or once every two weeks.
Ask three questions:
What’s going well?
What’s frustrating you?
What can I do to help?
These conversations don’t need to be long. Sometimes a three-minute hallway chat or a quick end-of-shift text is enough.
Gallup’s research has shown that employees who meet regularly with their supervisors are much more likely to be engaged than those who don't.
It’s about making people feel heard, valued, and supported—not just once a year at review time, but every week.
Small Actions. Big Impact.
It’s easy to think that fixing the employee experience requires big-budget changes or sweeping initiatives.
But the reality is that small, person-centered actions have the biggest day-to-day impact on whether employees feel energized or exhausted, supported or invisible, committed or halfway out the door.
These five strategies:
Require minimal budget.
Can be rolled out quickly.
Directly influence how employees experience their work—and whether they want to keep doing it.
Retention isn’t just an HR metric. It’s a daily, cumulative experience built one moment at a time.
Which of these small changes will your organization start this month?
