RELEVANT CHAPTER
There are many challenges facing the care and support sector, including increasing demand, reduced budgets, expectations of adults and carers, implementation of new legislation, regulations and standards.
Key to successful working in challenging times is developing a workforce which is engaged, motivated and productive and has job satisfaction. Front line staff have direct experience of key issues and therefore often can suggest practical solutions to identified workplace issues which need to change in order to achieve improved outcomes. There are four key elements to achieving such goals:
- a senior management team with vision, and who sincerely value contributions from staff;
- line managers who empower and listen to staff organisational values and principles which genuinely underpin front line work, leading to a sense of trust and integrity;
- employees who can openly discuss their views and concerns, without worrying about action taken against them as a result of speaking out.
Staff involvement and participation is one of the key features of successful organisational change along with:
- effective leadership that supports and enables change;
- involvement of key partners;
- recognising and supporting diversity;
- enhancing workforce skills and development;
- working with staff who are resistant to change and carrying out evaluations that have value and actions are genuinely considered and acted upon where possible.
In relation to employee involvement and participation, it is vital that employees are able to implement improvements in the delivery of the service. Where staff are involved in the planning stages of organisational change, they are more likely to support and feel part of the improvement process.
It is key, therefore, that staff are consulted, heard, and considered – including those who may not initially embrace change. This includes:
- allowing and encouraging individual staff and teams to make some decisions independently;
- encouraging staff to discuss, question and design improvement activities, which is actively responded to and acted upon by senior management and not just a token exercise;
- obtaining anonymous feedback through surveys;
- setting up a company address for feedback which managers can access;
- developing and holding regular staff forums;
- use and incorporate any staff resistance to make improvements and find solutions;
- use different types of consultation and involvement to see what works best for service staff;
- feedback to staff the results of consultation exercises or decisions made on the basis of their input;
- encourage teamwork and ensure consultation groups are comprised of diverse group members;
- offer encouragement, praise and rewards to staff;
- include all staff in participation efforts;
- ensure staff have sufficient time away from their daily responsibilities to become involved in participation and developmental activities.
