The Strategic Power of Positive Emotions in Home Care Leadership

When I first started my first home care agency in 2002, I was 29-years old and quite naïve in the ways of creating a purpose driven culture that retained the best people.  

As the founder, I felt that it was my job to drive performance and paid little attention to the feelings and emotions of my team.  

In one particular instance, one of my care coordinators had just been inappropriately yelled at by one of our clients’ daughters, when she had not even been involved in the situation the daughter was upset about. Rather than help lift her up and provide support, I got after her for the way she handled the call. There is little wonder why this key team player quit just a couple of weeks later.  

In home care, we often focus on what’s urgent—scheduling, training, compliance, and the client experience. But beneath the surface, there’s a quiet force driving your team’s retention, resilience, and results: positive emotions. 

They’re not fluff. They’re fuel. 

And in the Breakaway365 coaching program, we see it play out every day: when leaders build cultures that intentionally cultivate joy, gratitude, and connection, they KEEP their people—literally and emotionally. 

I have no doubt that if I had been intentional in providing the emotional support my care coordinator needed, she would have stayed for the long-term.  

The Case for Positive Emotions: Backed by Data 

Here’s what the science tells us: 

• Purpose-driven organizations retain talent 40% more effectively (Deloitte). 

• Companies with positive employee sentiment experience 59% less turnover and 81% less absenteeism. 

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Why? Because emotions like gratitude, hope, and pride aren’t soft—they’re strategic. They boost engagement, strengthen connections, and help people see their work as meaningful. 

In fact, studies show that team members who regularly experience positive affect are significantly less likely to leave their roles and this applies to our office staff and care professionals. 

Emotional Intelligence Starts with Culture 

At the heart of our KEEPing Culture Model—used inside Breakaway365—is a simple idea: positive emotions grow where alignment and connection thrive. 

Our model is built around four pillars: 

• Core4 Alignment: When a caregiver’s personal purpose (Guiding Truths) and values align with their role and your company’s calling, they show up fully. 

• ARCC of Growth (Autonomy, Relatedness, Capability, Confidence): These elements aren’t just leadership theory—they’re the soil where positive emotions grow. 

• KEEP Communications: Open, regular, meaningful dialogue strengthens emotional intelligence and connection across every layer of your team. 

• KEEP Results: We help you define what success looks like and celebrate it, reinforcing joy and meaning in the day-to-day. The “P” in KEEP stands for Partnership, which is a result of creating a workplace that supports emotional intelligence.  

Purpose is the Retention Multiplier 

When caregivers believe, their daily work is connected to something greater, they dig deeper, care more, and stay longer. That’s why we coach leaders to embed purpose into everything—from onboarding to team meetings.  

Make your Company Calling (Values + Mission) more than a plaque on the wall: 

• Share real stories of impact. 

• Invite caregivers to express their “why.” 

• Link daily tasks back to a larger vision of dignity and service. 

At Breakaway365, we call this "living your calling." It’s not just a leadership strategy—it’s a retention strategy. Our members start this process right at hire, by having new team members take their “Guiding Truths” assessment, powered by Ai. To test this free tool for yourself, go here

Emotional Well-Being = Competitive Advantage 

In a tight labor market, emotional well-being is your edge. Agencies that create environments of psychological safety, empathy, and recognition don’t just survive—they scale. 

Here’s how to begin: 

• Provide regular, meaningful feedback. 

• Model emotional intelligence—vulnerability, empathy, self-awareness. 

• Offer flexibility when it counts. 

• Normalize self-care and mental health support. 

As we teach inside the KEEP Communications Process, what you model as a leader shapes what your team mirrors. Positive energy is contagious—and it starts at the top. 

Action Steps 

If you want to make positive emotions a core part of your strategy, start with these: 

1. Assess your current culture—what positive emotions are already present? What’s missing? 

2. Train your leaders on the ARCC of Growth and KEEP Communication Process. Have them start each meeting with a “positive check-in,” where they share a professional or personal best from the previous week.  

3. Celebrate your Company Calling often and out loud. 

4. Create space for connection—between you, your leaders, and your caregivers. 

5. Track retention and well-being, not just output. What gets measured gets improved. 

Let’s Make Positive Emotion Your Advantage 

In home care, relationships are the product. When your culture fosters joy, connection, and meaning, everything improves—from caregiver satisfaction to client outcomes. 

Positive emotions aren’t a bonus—they’re your foundation. And the good news? You can build them intentionally and when you fail, like I do more than I probably realize, refocus and find one team member you can positively lift right now.