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Feb 18

Supporting new registered managers is absolutely vital

Posted: 1 February 2018

Oliver FrenchOliver French, Project Manager at Skills for Care talks about a 12-month pilot project for registered managers, launching in April 2018. The pilot will provide the support that new registered managers need, drawing on Skills for Care’s resources, guidance and best practice.

‘Confidence, reassurance, knowing you’re in the same boat as others and having someone to share problems with….’

When registered managers share memories of their early days in the role they talk about how vital their links to other managers were or how beneficial they would have found this support.

So when Skills for Care set out to develop a pilot project, which will provide new registered managers with structured support and information over 12 months, we knew that an element of peer-engagement or support was crucial.

Those managers that are accepted onto the pilot, which will run in six areas across England, will join a cohort of new managers who will take part in action learning sets or mentoring and engage with their local registered manager network.

These practical activities aren’t just ‘nice-to-haves’ but essentials for new or existing managers. When our leadership and management offer was developed with the sector the opportunity to use action learning to problem-solve was one of eight shared priorities identified.

And if you haven’t seen the feedback from managers for the registered manager networks operating across England you should take a look. Two-thirds of managers surveyed in 2017 reported benefiting from sharing best practice, increased confidence and better knowledge of legislation as a result of their attendance.    

New managers on the pilot will also become registered manager members of Skills for Care. Our members are a rapidly growing community of dedicated managers, committed to delivering outstanding care. Alongside professional identity, becoming a member is about receiving regular, practical and relevant information through resources, newsletters and other activities.

The pilot will build on these principles through face-to-face events tailored to each group of managers’ needs or interests and webinars dedicated to key subjects. Supervision, personal resilience, recruitment and CQC regulation are just some of the areas being covered.   

So why focus on new managers now?

We know that for this role, good support during the early days can be crucial. Look at the emphasis that organisations like our Accolades winners or finalists put on supporting their registered managers or look at the examples of social work, nursing or teaching, where structured support during the first year has long been established.

We know that staying right up-to-date is vital in the registered manager role. Change has often come to characterise our sector and the task of staying up-to-date with best practice and the most recent regulation is not to be under-estimated.

And we know that the turnover rate (24%) and vacancy rate (12%) are high – particularly when you consider the positive impact a good and well supported manager can have.

We know that registered managers frequently demonstrate a breathtaking balance of technical knowledge, problem-solving, compassion and empathy. We also know that they are motivated by, and committed to, personal development and we know they have the sort of experience in the sector that you cannot put a price on.

So if you’re a new registered manager, or you’ve recently employed a new registered manager and the pilot is running in your area, we want to work with you. More information about the pilot is available here. Hurry, as places are limited and applications close on 28 February.

If you’re an experienced manager you can also think about the support that you need and want. If you aren’t already familiar with registered manager membership or networks, these links are great places to start.

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