Create a positive place to work

Creating a positive place to work 250 x 250px8A positive place to work encourages your staff to stay. 

Employers have told us that embedding workplace values helps create a positive workplace culture and can have a huge impact on staff retention.

Workplace values are the guiding principles linked to behaviours that help people deliver exceptional care.

Workplace culture is often referred to as 'the way we do things around here'. It's made up of your organisation's leadership, values, traditions and beliefs, and the behaviours and attitudes of the people in it. It offers a sense of shared identity and influences what people think or do.

For help establishing or developing your workplace culture, please see our 'Culture Toolkit'. 

Find out more about our resources to help you define and embed your values and create a positive place to work. 

Keeping staff informed of news and developments and encouraging them to share ideas and concerns makes them feel valued, and boosts morale.

It’s important to have regular open and honest two-way communication through a range of channels to establish trust and form strong working relationships.

Giving and receiving feedback in a constructive and responsive way that’s aligned to company values goes a long way to making staff feel they are understood and appreciated.

Learn more about how to have open and constructive conversations at work in our 'Valuable conversations seminar'

Click here for more information on our 'Valuable conversations seminar'. 

This helps to employees feeling valued, engaged and wanting to continue working in your organisation

Our 'Leadership Qualities Framework (LQF)' describes the attitudes and behaviours necessary for high quality leadership at all levels. It focuses on the values and behaviours that provide the foundations for effective leadership in social care.

The way managers supervise and develop their teams makes a difference to how people feel about their job and their ability to work to the right standard.

Visit the managing people section of our website which has lots of information to help.

Appraisals and supervisions are an ideal opportunity to check your workplace values are understood, being upheld and are having a positive impact.

Appraisals are designed to increase an employee’s performance and efficiency. They're also intended to increase motivation, ensure that people are kept updated with the latest developments and inform them of the skills they will need to develop in order to address change positively.

Appraisals check how the staff member is managing their Individual job objectives which are often linked to workplace goals. The employer expectations of an employee's performance are discussed.

Supervisions are about listening and giving support to help another person make progress and feel comfortable in their work. It's an opportunity for exploring day-to-day practice, what's going well and what needs further development. It involves making time and developing a practical structure to provide this support.

Download our quick guide on appraisals, supervisions and 121s.

We also have more information to support you here.

Find out more about effective supervisions and our tools to help.

People performance management is important and doing it well has a big impact on the quality of care that your service provides, and the way people feel about their job.

You should remember that performance management isn’t just about issues – it’s also key to motivating, supporting and encouraging hardworking staff.

The ability to manage your people is extremely important. We’ve developed a People performance management toolkit which can help.

Our 'Valuable conversations seminar' introduces a ‘values-based’ method to effectively communicate with staff to get the best outcomes for everyone.

Click here for more information on our 'Valuable conversations seminar'. 

Registered managers are the lead professional in a service and important role models for staff. The role is rewarding but also carries great responsibility.

Our registered manager networks provide the opportunity for managers to come together to share best practice and learn from each other. This helps them feel supported and not isolated.

We’re the membership body for registered managers in England, providing access to dedicated resources and support, as well as championing and raising the profile of the registered manager role. Find out more about becoming a member.

Consider pairing up employees as buddies so staff know they have someone to talk with and ask for advice. It’s useful for all workers and especially lone workers – having peer support via a phone call check with someone each shift, helps them stay connected and feel safe.

Learn from others: See the different methods Warrington Community Living and Angel Human Resources used to check whether values are working and how staff uphold values in their everyday behaviour.

Maintain high levels of staff motivation by supporting staff development, tackling performance issues, and developing a culture of shared ownership over successes. 

 

 

 

 

 

Old Hastings House, residential care provider