Create a positive place to work

Creating a positive place to work helps to employees feeling valued, engaged and wanting to continue working in your organisation

Our Leadership Qualities Framework (LQF) focuses on the values and behaviours that provide the foundations for effective leadership in social care.

Create a positive workplace culture 

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. 

Workplace culture is 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. Establish or develop your workplace culture using our 'Culture Toolkit'.

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'. 

 

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

  • Appraisals - designed to increase an employee’s performance and efficiency as well as increase motivation, ensure that people are kept updated with the latest developments and any skills needed to develop. Check in on how the team member is managing their objectives (often linked to workplace goals). Employee's performance expectatinos can also be discussed.
  • Supervisions - 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.

  • Guide: appraisals, supervisions and 121s.
  • Performance Managment toolkit
  • Find out more about effective supervisions 

 

People performance management impacts on the quality of care that your service provides, and the way people feel about their job. It’s a key opprtunity to motivate, support and encourage hardworking staff.

 

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. 

Pair up employees as buddies to offer peer support via a phone call check with someone each shift, helping 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.

 

 

Employee benefits

Offering good working conditions, beyond minimum legal requirements, can make a difference to staff retention. Research tells us that good working conditions, guaranteed hours, fair wages, flexibility, input into rotas, good terms and conditions and help with childcare costs re important factors to employees. 

Involve employees in forming developing working patterns and rotas to make them feel valued and consulted with. Allow staff to manage their personal and family commitments and provides them with more control over their working patterns improving morale and contributing to staff retention.
This can include salary sacrifice schemes, health and wellbeing initiatives or other incentives such as wellbeing packages, discount schemes, childcare vouchers and refer-a-friend schemes. 

Taking care of your employees' wellbeing and resilience helps staff to maintain a good work/life balance and helps to protect them against mental and physical ill health.

Building staff resilience contributes to better wellbeing by helping staff to cope under pressure and dealing with difficult situations. Download our 'Greater resilience, better care' resource. 

It’s important to establish a healthy and safe working environment for lone workers. See our online guidance for supporting staff who regularly work alone.

Access our wellbeing are for tools and resources to help your team feel supported.

Rewarding and recognising employees for their hard work is part of the culture that CQC rated good and outstanding organisations often do well. Below are some suggestions from those employers:

  • personalised ‘thank you's’ or gift vouchers when people have excelled in performance, creative/innovative ideas or go above and beyond
  • introduce an ‘employee of the week’ or ‘month’ award
  • enter national awards such as ‘Investors in people’
  • involve your organisation in the Skills for Care 'Accolades awards' and recognise the achievements of your teams
  • social gathering to celebrate successes – e.g. if you get a good or outstanding CQC rating
  • put the spotlight on staff for their successes in a internal newsletter/staff bulletin.

The NHS Employers reward strategy toolkit includes initiatives you could take to develop a rewards strategy for your organisation.

For information on how to become an accredited organisation, please visit the Investors in People website.