Staff management
Be cautious about formal procedures Most care homes will have some kind of formal policy framework to draw upon when issues with or between staff arise. However, the worst way to deal with any conflict, and particularly one where mental health may be involved, is to pull out the formal disciplinary or grievance policy. These formal processes are centred
around blame and retribution rather than sorting issues out through adult-to-adult dialogue. They offer a mirage of justice and an illusion of fairness, forcing people into right/wrong, win/lose mindsets, while at the same time soaking up an inordinate amount of time and resources. Dragging people through them is damaging, divisive and akin to tipping a bucket of cortisol over the heads of already stressed people. What typically happens is that people
go off sick or leave their jobs - both of which cause even more issues in a care sector where good people are hard to find and staffing levels are already precariously low. If people do see a formal procedure out and remain in their roles, relationships have often been irretrievably damaged, and it is never long before issues start to rear their heads again. There are, of course, occasions where there has been serious misconduct of
some kind, and a formal investigation and sanctions are necessary. Yet the reality is that the vast majority of issues can be sorted out if people are able to just sit down and talk to each other openly and honestly. Many organisations in the health and
social care sector are shifting away from these policies and transforming the way they respond to conflict, complaints and concerns by taking a ‘resolution first’ approach. This involves working within a TCM
Resolution Framework, which helps managers identify an appropriate route to resolve an issue, depending on the individual circumstances of each case. The framework replaces traditional disciplinary and grievance policies and emphasises the use of early resolution techniques such as facilitated conversations, mediation or restorative justice, with formal approaches reserved for only the most serious of cases. Organisations who have embraced
this approach are finding it is helping them to develop higher performing, happier, healthier and more harmonious workplaces. It is a radical approach, but one that could be transformational for a care sector which is under pressure like never before.
David Liddle
David Liddle is chief executive of the transformational culture consultancy TCM Group, which works with Public Health England, Health Care People Management Association, Health Education England and numerous other health trusts. He is also founding president of the recently formed Institute of Organizational Dynamics. David’s new book, Managing Culture is due to be published this year and is available to pre-order now from the Kogan Page website.
TCHE
Hygienic - relieve the strain of keeping surfaces Covid-free
We appreciate hygiene is paramount, our low maintenance wall and door protection systems are easy to clean whilst protecting against unsightly marking and damage, offering savings all round by reducing cleaning time, maintenance and labour.
For more information call 0113 279 5854 or email
sallyann@yeomanshield.com
www.yeomanshield.com
38
www.thecarehomeenvironment.com• February 2021
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50
