The start of a new year brings fresh goals and renewed priorities. As ABA practices kick off 2026, one priority stands out: staff retention.

With demand for services continuing to rise and the workforce of BCBAs and RBTs struggling to keep pace, the importance of staff retention has never been more evident. According to CentralReach’s CanaryBI data highlighted in the Autism and IDD Care Market Report, turnover remains alarmingly high, averaging between 76-90% across the field. This level of turnover impacts every aspect of an organization, from team morale and continuity of care to client outcomes and operational stability.

While excessive turnover is a pervasive challenge, it doesn’t have to be inevitable. Treating turnover as inevitable will lead organizations to fall behind as the talent market stabilizes around those that offer support. High-performing organizations demonstrate that retention can be significantly improved by addressing two foundational areas: training and supervision.

Making Retention a Key Focus in 2026

ABA practices are operating within an increasingly constrained workforce. Demand for services is at an all-time high, but the number of available clinicians has failed to keep pace. Many organizations are struggling to fill open positions, which often remain vacant for months.

When staffing gaps persist, the pressure shifts onto the clinicians who remain with the company. Larger caseloads, added responsibilities, and limited support can strain staff well-being and impact the quality of care delivered. Over time, these conditions contribute to burnout, fueling more turnover and reinforcing the workforce shortage, creating an unsustainable cycle for the practice.

Burnout prevention and retention are deeply interconnected. Because of this, retention must be a top priority in 2026.

When hiring is unpredictable and demand isn’t slowing down, retaining your current experienced and trained staff is critical to safeguard client care and organizational success.

Comprehensive Training: A Strong Predictor of Retention

Setting staff up for success with a comprehensive training program is one of the strongest predictors of long-term retention. But training extends beyond initial onboarding. This year, evaluate your training workflows across the entire employee lifecycle to identify opportunities for improvement.

Structured Onboarding

A strong onboarding experience sets the foundation for success by establishing clear expectations, role-specific guidance, and competency-based development. Whether staff are new to the field or experienced clinicians, a structured and consistent onboarding process helps reduce uncertainty and builds confidence from the start.

RBT Training

Significant changes to RBT training requirements took effect this year, so pay close attention to your RBT training workflows in the new year. Ensure your aspiring RBTs are using an updated course that’s based on the 3rd Edition Requirements and Curriculum Outline. Beyond that, evaluate the process as a whole, ensuring your technicians have hands-on practice and competency-based development.

Continuing Education/Professional Development

With the introduction of professional development requirements for RBTs, offering opportunities for growth and development should extend beyond BCBAs to include RBTs as well. According to the BACB’s 2024 RBT Exit Survey data, 41% of former RBTs cited limited growth opportunities as a key factor in their decision to leave not only their organization, but the field altogether. Investing in continuing education and career development pathways helps clinicians envision a future within the organization, making professional development a powerful differentiator for retention in 2026.

Improve Supervision Practices: An Undervalued Retention Strategy

Equally important for retention is an organization’s supervision practices. In the BACB’s exit survey, 41% of respondents also reported a lack of supervisor support as a contributing factor to quitting the ABA field. Supervision is much more than simply a BACB or funder compliance requirement. High-quality supervision serves as a protective factor against burnout. Providing adequate support that goes beyond the bare minimum is essential to promote confident and connected clinicians who consistently deliver quality care.

When technicians receive subpar or infrequent supervision, they’re more likely to feel isolated and unsure about their performance. This significantly increases the likelihood that they’ll leave the organization or the field altogether. Frequent, meaningful supervision allows opportunities for feedback and continuous improvement. Ultimately, when people feel supported, they’re more likely to stay with the organization.

Support Your ABA Team in 2026

Retention starts with strong training and effective supervision. When clinicians feel prepared, supported, and valued, they’re better equipped to deliver high-quality care and more likely to stay.

If preventing burnout and supporting your team are key priorities this year, download our full guide for several actionable tips to ensure you’re doing everything possible to support your staff in 2026.

Download Guide

Posted in Clinical, Practice Management