Values are the beliefs and attitudes of an individual, which influence their perception of what is good or bad.
They apply to all aspects of life and are an important part of adult social care recruitment and retention.
Having strong workplace values will help you to deliver high quality and consistent care and support.
We can help you to identify, embed and check your workplace values.
This section also explains the role for managers and how values can be included in recruitment, selection, induction and supervision.
We're running a series of seminars to give you practical ideas and advice to help you recruit workers with the right values, behaviours and attitudes. Book your place now.
Identifying your values
The first stage of values based recruitment and retention is to identify and agree your workplace values.
Workplace values are a collective understanding and way of working. They make sure that everyone does the right things for the right reasons.
Having a common purpose and understanding will help to strengthen relationships and achieve a higher quality of service.
Why do we need workplace values?
Values will help to create an identity, belonging and culture for your workplace. They also encourage loyalty from staff.
Are there any examples of workplace values?
Here is a list of common workplace values.
- Being accountable.
- Making a difference.
- Focusing on detail.
- Delivering quality.
- Being completely honest.
- Keeping promises.
- Being reliable.
- Being positive.
- Meeting deadlines.
- Helping others.
- Being a great team member.
- Respecting company policy and rules, and respecting others.
- Showing tolerance.
Embedding your values
Once you have identified and agreed your workplace values it’s important to have a process for embedding them.
Why is it important to embed values?
Values provide a consistent work environment where staff know what is expected of them.
Who is responsible for embedding values?
Everyone is responsible for embedding values.
They can only work if they are seen as an integral part of the workplace. Signing up to, and implementing, the Social Care Commitment will help to check that everyone in the workplace agrees to uphold the same values.
To embed strong workplace values you should:
- look at your existing practices to see if they are meet your agreed values
- re-enforce workplace values internally and externally
- provide examples of how the workplace values are part of everyday activity.
Recruitment and selection
Attracting someone with the same values as your workplace is an important part of the recruitment and selection process. Your staff should agree with and embrace the workplace values. This will help to keep a high quality, consistent standard of care and support.
Should I just focus on the values of the individual?
The values of your staff should always be an important part of your recruitment and selection process.
Some roles require specific qualifications, skills, knowledge and experience so this should also be considered alongside the values of the individual.
How will I know if they have the right values?
Don’t assume candidates know about your workplace values. Be clear about what is expected of them and check that their values match the workplace values.
To find the right person you should:
- include the workplace values in your job adverts
- check their understanding of the workplace values
- questions to understand the values of the individual.
Research shows that people who feel valued and supported in their job are more likely to stay in that role.
Re-enforcing and communicating the workplace values to the new recruit in their induction will help to achieve this.
How can I include values in the induction process?
From day one it’s important to be clear with workers about the values and what is expected of them. You should provide regular support to the individual during the induction period.
Are there any examples of good practice?
The Care Certificate was introduced in March 2015 to replace the Common Induction Standards and the National Minimum Training Standards.
It includes 15 induction standards which apply to all health and social care workers.
They make sure new workers know what is expected in their role.
To provide a successful induction process:
- create a buddying system with experienced staff
- use the Care Certificate
- collect feedback from people who have completed your induction process.
Supervision, appraisal and progression reviews
It’s important to use values in supervision, appraisal and progression reviews. Speak to staff about the workplace values and check they are appropriate, current and reflected in day to day service delivery.
Having a two way process will help you to explore the continued growth and personal development of your workers.
How should we include values in the supervision and appraisal process?
Linking targets and objectives back to the workplace values will help the individual to know what is expected.
It also provides a formal setting to measure and review their progress and identify where positive changes can be made.
Are there any examples of good practice?
The Social Care Commitment statements for employees reflect the minimum standards for working in care. You should encourage workers to agree to the statements and record how they are achieving the commitment tasks.
This provides valuable evidence for supervision and appraisal meetings.
To include values in supervision:
- link targets and objectives to values
- include feedback from people who need care and support
- acknowledge and reward your workers for demonstrating the workplace values.
Leadership and management
Leaders and managers can help workers to understand why values matter and how they fit into their day to day work. You should encourage your staff to take responsibility for upholding positive workplace values.
Why do we need to involve leaders and managers?
Embedding values is not a tick-box solution. It is a continual process of development which needs ‘buy-in’ from everyone.
Are there any tools to support leaders and managers?
The Leadership Qualities Framework supports leadership at all levels and explains what good leadership looks like in different settings and situations.
We have created a guide and poster which can help your leaders and managers to plan the workplace values.
Leaders and managers can help to create a values-based process by:
- taking responsibility and reinforcing values
- ensuring everyone is upholding the same values
- being approachable and listening to feedback.
Checking your values
It is important you have a process to check that the workplace values are understood, upheld and are having a positive impact.
How do we know whether our values are working?
Supervision provides a formal setting for reinforcing individual and workplace values. It should encourage a two-way discussion which will help you to find out on what is working well and where positive changes can be made.
How will we know if we need to change our workplace values?
You should talk to stakeholders, particularly those in need of care and support. Gathering feedback on workplace and individual values will show if and where change is needed.
To check workplace values:
- monitor feedback on a regular basis
- gather internal and external feedback
- identify and share examples of positive workplace values.