Talk Health and Care

Train and Retain

In all places of work it is important for team members to feel valued within their role. We all like reassurance to some extent that the daily responsibilities we carry out are appreciated within our team and that our opinion and voice matters.

This of course applies to working in care. Care workers want to feel valued and trusted not only in the care and support they provide to people, but they also want to be listened to when it comes to making decisions within the care setting that will benefit residents and the working team.

Communication in settings is key to this. Regular conversations with staff, one-to-ones, team meetings all go a long way to encouraging their input. Although a powerful tool, it’s not just listening that can help carers to feel valued in their place of work. Incentives are important too.

Training is just one way to show care workers that they’re not just seen as another person filling a role, that their career matters to the setting. Training and progression opportunities provide carers with a clear career path. Access to training communicates to the setting team that they are trusted to make the next-step in their career, that their setting understands where they need to improve and is willing to invest in them as a carer, an individual and in their career. All carers should have access to training.

Training of course has it’s benefits to the setting too. Not only will it help to drive quality of care and increase knowledge and expertise across a workforce, it helps to retain staff which is so important to person-centred care in what is a difficult time for the sector in the recruitment and retention of staff.

According to a report by Skills for Care, of those care workers that held a relevant social care qualification, 21.7% had left within the following 12 months compared to 31.8% of those that did not hold a relevant qualification. A similar trend appears for those care workers that have undertaken more training courses. This suggests that employers investing more in the training and development of their staff, on average, experience lower turnover rates.

We want to see in the up and coming Social Care Green Paper, a real focus on training and other benefits for the care team to help support and improve their working environment. The happier, healthier and more skilled our workforce is, the better quality of care we can provide to the people who need the system most.

 

What would you like to happen to make you feel more included and valued at work?

edited on Dec 12, 2018 by Isabel DHSC

Adam DHSC 6 months ago

Dear Fay,
Thank you for your thoughtful idea. We have heard from several people the importance of training in social care and so your comments are well aligned to these. Do you have any specific examples in your organisation that demonstrates the difference it can make?
Adam

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Fay Gibbin 6 months ago

Hi Adam,

Thanks for taking the time to get back to me. Yes, we have many great examples of how our training has helped carers to achieve their career goals and aims. I’d like to direct you to one specific example we have recently written about and published on our website. The piece is about one of our learners who passed her Level 5 diploma in Leadership and Management in Health and Social Care. Since completing the course she has become a CQC-accredited manger at her care home, it’s a great story: https://www.bbtrainingacademyblog.com/blog-1/...career-ambition

Thanks,
Fay

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Adam DHSC 6 months ago

Thanks for highlighting this Fay - that really is a great story!

Adam

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Sam P DHSC 5 months ago

Hi Fay,

Following on from Adam, this is a really excellent example of the important of training for allowing those working in the social care sector to develop and realise their career goals, so thank you for sharing. If you have any similar examples or stories then please do share on the platform. The topic of training has been brought up several times on the platform and it's great for users to be able to see excellent examples such as this. A particular highlight is where Amy mentions her pride in being able to say she is a Registered Manager.

Thank you very much,
Sam

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Jamie 5 months ago

This is something the majority of managers especially in the NHS just do not understand. I have worked in a few NHS roles and often there is little to no development or training other than what I do and fund myself in my own time (I have to get charity grants for all my training), usually leading to all the good employees moving on to greener pastures, leaving large parts of the NHS with unmotivated, unskilled and uncommitted staff that just coast along.

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Rob Hargreaves 3 months ago

Skills for Care regards the development of aspiring managers and deputies as vitally important for the sustainability of high quality care and preparing future care managers for a rewarding but challenging role. We believe all adult social care employers should be succession planning.

When our Workforce Development Fund reopens later this year, we have enhanced the amount of funding that can be reclaimed by adult social care employers on a number of learning programmes and vocational qualifications aimed at developing future managers.

A list of eligible programmes and qualifications is available so employers can plan for this:
https://www.skillsforcare.org.uk/Documents/Le...mes-2019-20.pdf

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