Direct support professionals (DSPs) are the foundation for human services work. They build relationships with the individuals served by the organization and support them 24/7. In order to better understand how organizations and leadership can support DSPs in return, The Guild for Human Services and Relias produced a survey report that compared data from the 2023 DSP Survey Report with The Guild’s DSP staff.

The report analyzed data to show trends in how DSPs view their work, as well as key ways supervisors can support their staff. Both the national data and The Guild data showed similar positive trends in overall job satisfaction, comfort level in talking with a supervisor about stress and challenges, and the key role of supervisors in DSPs’ satisfaction with their work and their organization. There was also overlap in the top two areas of dissatisfaction: not feeling fairly compensated and not feeling appreciated for their work.

Staff appreciation and recognition

52% of national respondents reported that they were somewhat to completely satisfied with how their organization showed appreciation for their work, while this was higher at The Guild (64%). These results are encouraging, but also show there is still room for improvement.

To understand what organizations are doing well and what DSPs really value, respondents were asked to rank how valuable they find different forms of appreciation. The top three choices were the same among both groups. In addition to professional development and new leadership/career opportunities, private recognition from a supervisor is one of the most important forms of recognition for DSPs. 

While public recognition was generally not preferred in the national sample, respondents from The Guild placed a higher value on it. 59% of respondents from The Guild reported that recognition in front of their organization or CEO would be valuable to them, along with 60% who preferred recognition in front of their team.

Efforts to appreciate staff are most effective when they meet the needs of the staff themselves. It is important for organizations and leadership to understand how their staff want to be shown appreciation. In related survey questions, staff emphasized the importance of their direct supervisor.

Two side-by-side circular bar graphs show the difference between responses to the national survey and at The Guild. The top 3 most preferred forms of recognition were: provide professional development (66% national, 71% The Guild), provide new leadership and career opportunities (65% national, 64% The Guild), and private recognition from supervisor (64% national, 68% The Guild).

Supervision

Good supervisors proved to have a statistically significant impact on DSP workplace satisfaction among respondents. In both surveys, those who were satisfied with their current supervisor were more likely to believe that their supervisor and organization leaders cared about their psychological well-being, and they were more satisfied with how their organization showed appreciation to its workforce.

A supervisor needs a combination of soft skills and technical skills that are cultivated on the job. When it comes to hiring the right supervisor, finding the right fit is paramount. To understand the personality traits that DSPs find most appealing in a supervisor, respondents chose a variety of characteristics they found important. The top characteristics were:

  1. Shows respect for staff as an individual
  2. Open and transparent communication surrounding important issues
  3. Shows appreciation for a job well done
  4. Has a positive attitude

When asked to select discouraging characteristics, most respondents selected the following answers: lack of communication between supervisor and staff, makes staff feel unappreciated, and holds a negative attitude. The data also shows that staff want to have a safe platform to provide feedback about their supervisors. Indeed, 81% of respondents in both the national and The Guild survey reported this was very to extremely important to them. 

Learnings and Next Steps

Supervisors and leaders must prioritize understanding how their DSPs want to be appreciated. The DSP Survey Report shows a preference for private recognition and supportive supervision, though it will vary by each unique DSP population. The Guild has previously recognized staff’s dedication through appreciation events, a holiday gift, and employee of the month announcements. Leadership is considering new and improved approaches based on the survey results and other feedback from staff.

By fostering a work environment where DSPs feel respected, appreciated, and supported by their supervisors, organizations can enhance job satisfaction and retention, ultimately improving the quality of care provided to individuals served. Using data-driven insights to tailor professional development and employee well-being initiatives will be key to supporting DSPs and ensuring the continued success of the human services sector.