Understand a positive workplace culture
A positive workplace culture is absolutely central to quality care and support, which is why recognising and understanding the elements of culture is so important. It will benefit every employer to make sure that their workforce can identify the positive aspects of a workplace culture and understand the impact it can have upon performance and outcomes.
Best done in a group
Think about several organisations that you come across in everyday life, maybe a large supermarket or department store, a global fast food retailer, a small charity or even one from a television or radio programme. What sort of workplace cultures, positive or negative, do you think they have? (You might find it useful to refer to the section on cultures in The importance of a positive workplace culture booklet.)
Identify several care provider organisations that you are familiar with and that you know provide a good service. These might be large national organisations employing thousands of staff or an individual employer with two personal assistants. What sort of cultures do you think they have and how do they differ from each other?
Consider your own workplace culture.
If it was an animal (fantasy or real), what animal would it be and why? If you were an animal in your organisation, what would you be and why? You can draw these if you prefer.
How to develop and understanding of positives workplace culture in your workplace
Ensure you complete a thorough induction.
Skills for Care’s Common Induction Standards (CIS) are the current standards people working in adult social care need to meet before they can safely work unsupervised. Inductions give you the opportunity to make sure you are ready to provide care and support.
The CIS are for people new to social care and those changing roles or employers. The CIS include standards that are specific to adult social care and ones that are generic to the working environment.
Each standard contains a number of areas of knowledge that people working in care need to know about before they can conduct all their tasks without being supervised. Managers and employers have a duty to ensure new staff know enough to meet the required outcomes in each knowledge area. Skills for Care has also developed worker and manager guides for the CIS, which help you work through the standards, record evidence and manage your learning.
For more information on the CIS visit www.skillsforcare.org.uk/cis.
A Care Certificate has been piloted during 2014, with a view that this will succeed the Common Induction Standards in April 2015. (www.skillsforcare.org.uk/carecertificate)
How it will help?
Ensuring all workers go through a standardised induction will make sure that people understand their workplace and its culture. You can tailor your induction to explain to workers about your workplace culture and hold sessions on why a positive culture is important to develop their understanding of the workplace and how they’re expected to act and behave at work.
If carried out in depth, the CIS can provide excellent evidence of underpinning knowledge towards the diploma at level 2 or level 3, this will help your employers recognise the learning and development culture within your organisation.
Living with risk
Supporting people who need care and support to take informed risks is an essential element of personalisation and encouraging choice and control. Providing real choice and control for people who need care and support means enabling them to take the risks they choose, particularly in the use of self-directed support and personal budgets. Making risks clear and understood is crucial to empowering people need care and support, and carers, recognising them as experts in their own lives.