The high turnover rate of child welfare social workers has been a chronic issue that society has yet to mitigate. To understand this problem, the researchers looked at contributing factors in comparison to the factors that promote job longevity. The researchers reviewed the multidimensional theory of burnout, to explore the ongoing issue of high turnover rates. Also, organizational support theory was examined to determine if support from organizations contributed to job longevity. The post-positivist approach was used to gather qualitative data from this study as to the potential factors promoting job longevity through individual interviews with seasoned child welfare social workers. The study participants identified potential barriers in the workplace, the skills needed for professional development, and the benefit of having a support system to effectively do their job. In addition, the study participants demonstrated a strong sense of self-awareness and utilization of internal traits that promoted job longevity. It was discovered that child welfare social workers who possess emotional intelligence had the ability to cope with stress better, had less health issues, and were more likely to promote to higher level positions. By understanding the factors that contribute to job longevity, child welfare agencies can implement measures to promote job retention. Furthermore, when agencies invest in child welfare social workers by providing them support, it is reflected in the quality of their work and client engagement.