​Aging demographics in this country are setting the stage for a future where there is a significant need for long term care, and a shrinking workforce of care providers. Within ten years, older adults will outnumber children in the U.S. More than half of individuals turning 65 today are projected to require some form of long term care during their lifetimes.

While the long term care industry needs to add more workers through training and recruiting, there are other ways health care leaders can maintain and inspire their workforces. Here are the nine principles that I’ve found truly make a difference.

1. Underscore Purpose. Leaders can shape and support a shared sense of purpose. While the grind of daily tasks can obscure that deeper meaning, it’s up to leadership to remind staff that their work is essential, and that each task contributes to someone’s well-being. When people see the purpose behind their effort, even the hardest days feel meaningful.
2. Give Recognition. Gratitude goes a long way. Verbal appreciation and visible recognition boost morale, reinforce good behavior, and build team spirit. Without it, resentment and disengagement can take root. Leaders who consistently give credit where it’s due foster a culture of mutual respect, and that energy spreads.
3. Value Input. The people doing the work often have the best insights into what’s working and what isn’t, and should feel empowered to raise concerns, share ideas, and help shape solutions. A culture of listening strengthens trust and encourages innovation. When team members feel heard, satisfaction follows.
4. Expect Accountability and Fairness. Consistency matters. Clear expectations and fair accountability promote trust and reinforce standards. Nothing drains motivation faster than watching poor performance go unchecked. A fair, transparent culture rewards effort and keeps everyone moving forward together.
5. Recruit Creatively. Leaders should be thinking two steps ahead for robust recruiting. Build partnerships with trade schools, high schools, or community colleges now to bring in new pools of talent when we need it.
6. Offer Growth Opportunities. Outside of job training, pathways to learn, grow, and lead keeps people motivated and invested. There may be an internal role or specialization that can be carved out for top performers. Clinical leadership development is also key. Allow time and flexibility to attend classes and complete work, and you’re not only growing your leadership pipeline, but showing your whole workforce how it can be done.
7. Utilize Technology. We’ve seen how technology can help ease workloads with smart monitoring tools, AI-powered documentation aids, and more, allowing caregivers to focus more on human connection. Make sure your teams feel those benefits. Tech allows for more scheduling flexibility, too. Use AI and other programs to manage coverage, while letting your employees manage their lives.
8. Provide Personal Support. Workplace development shouldn’t stop at job skills. Supporting members of your teams as whole people—through wellness programs, financial literacy workshops, stress management resources, even personal loans—shows true commitment. Ask what they need. Then act.
9. Have Consistent Communication. Good leadership depends on good communication. Not just through all-staff emails and meetings, but in authentic dialogue. Make sure you’re reaching the people who matter to the overall health of your organization.

If purpose, gratitude, fairness, opportunity and support are reinforced in word and in action, we’ll be building a strong foundation for the future.

Kenny Rozenberg is chief executive officer of Centers Health Care. A certified paramedic, he volunteers as a first responder during off-hours. Centers Health Care, is a post-acute health care organization with a network of skilled nursing, rehabilitation, and senior care services with 45 locations throughout the Northeast.