We asked aspiring managers how their own informal development opportunities have better prepared them for progressing into a care manager role.
We want to grow managers from within our service. It’s not that we don’t recruit managers externally, but we want to also provide existing staff with a pathway to continually develop into management.
One of the things that we recognise is that staff who want to be managers have not previously been given the opportunity to undertake the role in advance of applying for a manager position. They highlighted to us that it was hard for them to perform well in the interviews without practical experience of the role.
In response to this, we now provide a programme of support involving shadowing and mentoring with other deputy managers and managers. This helps our support workers who wish to progress into similar roles by gaining wider experience before positions become available.
Sammy Jo Scarbrough-Lang, Deputy Director of Operations, Future Directions CIC
Nobody likes jumping into a job they don’t know. Future Directions CIC realise this and make sure you get trained up before you go into the post. It’s not as daunting and you know what you’re doing.
“Over the past decade and through the support I received, I’ve built up confidence as a hands-on manager. The organisation is continuing to develop me further, most recently round public speaking skills but I’m also looking to undertake an internal development programme aimed at enabling me to achieve a senior management role.
Mike Maden, Manager, Future Directions CIC
As a relatively small provider, we have to be realistic and honest with our staff wishing to become managers because there may not be immediate opportunities to progress to that level.
“Despite this, we’re always looking to expand the company and progress staff into senior and supervisor roles. We support our staff to do diplomas and those wishing to become managers, we enable them to come to the office and see what we do on a daily basis.
Alicia Ferrie, Registered Manager, Short Notice Care Services Ltd
Staff can also be empowered by the creation of new job roles which acknowledge and recognise their skills and potential. This enhances their feeling of self-worth and demonstrates that their contribution is valued which further develops their care practice. It also enables employers to retain experienced staff who feel fulfilled, have a greater loyalty to the company and an increased sense of job satisfaction.
Beverley A. Manzar, Registered Manager, Ebury Court Care Home