Elderly gentleman with young carer walking in park Resilience is an essential quality to help all social care workers do their jobs.

To help build the resilience of our social care workforce, we created a publication called 'Greater resilience, better care'.  

This funded resource will help managers and the workforce look at their stress levels and overall wellbeing, and what they might do to improve things, so that they can focus on the job of caring for those who need support.

The resource is for everyone and offers practical advice and exercises on how to build your resilience and cope with stress. 

If you’re a manager sections one, two, three and five are the most useful:

Section 1 - What is resilience and why does it matter? sets the scene
Section 2 - Who is responsible for resilience? sets out your responsibilities
Section 3 - Helping my staff become resilient sets out how you can support your staff
Section 5 - Where can I find out more about resilience? directs you to further resources

Section 4 - Helping myself become resilient can be used by anyone and helps you find out and boost your own 'mental health resilience'. 

Use the icon below to access the full resource: 


Learn more about stress at work is a useful booklet to accompany the guide.  It will help you identify common stressors at work, explain what good and bad stress is and how you can use stress to your advantage.     

You can find out more about resilience by visiting the Mental Health Foundation website.  They have resources on mindfulness and a large section about your mental health.

Have you downloaded and used either of the guides to help you in your organisation or everyday role?  

If so, we'd like to hear from you.   If they've helped you, please let us know by emailing

This case study showcases the Good Care Group (TGCG) who mainly provide live-in care and employs over 500 care workers. They do not use agency staff and exclusively employ and train all their care staff.

Care workers need to be sufficiently trained and self-reliant to be able to function with less supervision than a daily care worker. TGCG was finding that, despite its employment model with a focus on caring for care workers, some were leaving within the first three months as they didn’t feel able to cope.  This case study explains how they've tackled this issue.

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