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Home Health Care News: Griswold CEO Breaks Down Staffing Strategies for Home Care Agencies

Before investing in the latest technology tools, the non-medical home care franchise believes that the company culture must align among all staff members and stakeholders.

By Luca Piacentini1851 Franchise Managing Editor
SPONSOREDUpdated 4:16PM 10/05/23

In a recent article with Home Health Care News, Griswold CEO Michael Slupecki emphasized the importance of introspection and traditional approaches in the recruitment and retention process of home care agencies. In an age of ongoing caregiver shortagesGriswold, the Blue Bell, Pennsylvania-based non-medical home care franchise with more than 170 locations in 30 states, understands that the newest technology can only go so far. 

“Before we look at technologies and dashboards and these other tools, I think the first thing we need to look at is the mirror,” Slupecki said last month at Home Health Care News’ FUTURE conference. “I feel like it starts at the top. We need to look in the mirror to make sure we’re attracting the right talent because A players don’t work for B bosses.”

With over 20 years in the industry, Slupecki says he has learned of the importance of aligning team members with a company's culture for recruitment and retention.

When it comes to Griswold’s culture, the brand’s primary promise comes down to two words: Live Assured. Clients live assured they have the care they need to live life to its fullest. Families live assured that their loved ones are being cared for so they can live a worry-free life. Caregivers live assured that they work with a company that cares about them and their well-being. Employees live assured that they work for a company with a solid foundation and bright future. The community is assured that Griswold is there to support those members who need help, thereby making the community a happier, healthier place to live.

“If you match up those cultural aspects, you keep that retention at the middle manager level — which I think also then drives caregiver retention and recruitment,” Slupecki said. “Everything flows from the top. I always say to people, ‘If you’re working on getting all A players, and you’re wondering whether or not so-and-so is an A player, they’re not.’ You never wonder about your A players. We really have to look at our teams and make sure we’re optimizing those teams to the best of our ability.”

Read the full article here

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