Best Care Practices, Care Home Recruitment, Future of Care, Leadership & Management, Social Care Strategy, Training & Development, Wellbeing, Workforce Development

Rewards and Recognition

The importance of rewards and recognition in care businesses

At Peverel Court Care, we fully understand and appreciate the critical role which our staff play in the delivery of outstanding care for our residents at our care homes near Aylesbury and in Oxfordshire.

Without our dedicated team, we simply could not deliver the levels of care service excellence which our residents and their families have come to expect of us.

As such, we realise that not only is recruiting the best available people to fulfil these roles important; but that training and retaining great members of staff helps us to deliver high levels of consistent care to our residents over the long-term.

 

Recruitment and retention: a challenge across the care sector

 

Recruitment and retention is not just a challenge we face at Peverel Court Care, but is reflected across the care sector as a whole. Skills for Care reported that for staff: “turnover rate is around 20% for adult social care; compared to 15% nationally across all sectors” while “the vacancy rate is 3-4% for adult social care; compared to 2% nationally across all sectors.” They also commented that:

 

Fundamentally, recruiting the right people into adult social care, and ensuring that they stay in the sector, because they feel valued and supported has a positive impact on not only retention and performance but more importantly, standards of care and support and therefore upon the quality of life of people who need these services.

Workplace wellbeing initiatives are currently in higher demand than ever before; with more organisations realising the responsibility they have for the welfare of their employees. In 2018, the Health and Safety Executive (HSE) reported that 15.4 million working days were lost in the UK due to stress. That same year, mental ill-health was reported to be costing employers more than £42 billion per year. Even at a more granular level, experts like Professor Dame Carol Black suggest workplace wellbeing initiatives can improve productivity “by up to 25%”. These kinds of reports are leading employers to focus heavily on employee wellbeing over the next few years.

Organisations like Thames Water have seen a reduction in illness absence by a massive 76% as a result of its commitment to wellbeing. Similar results published by PwC say the financial benefits of wellness programmes at work include an 18% reduction in staff turnover and a 14% increase in employee satisfaction. Apart from the obvious ROI from fostering a healthier workforce, delivering employee recognition schemes has also been shown to produce higher revenue. Those organisations that invest just 1% of payroll are 79% more likely see better financial results.

 

Peverel Court Care: Our response to recruitment and retention

 

In order to ensure that our staff are being utilised to their optimum, we have recently introduced a new set of career pathways for various roles within the business, including Healthcare Assistants and Registered Nurses, to guarantee that the personal and professional development of our team is constantly on the agenda.

We have also recently delivered a new rewards and recognition programme for staff; designed to identify, celebrate and show our appreciation for the brilliant job that our team do every day.

We do not require much of an excuse to praise our brilliant team. So whether they’re celebrating the completion of a new NVQ qualification, have had a high attendance record, or a landmark “Years of Service” anniversary, we will find a personalised way of saying thanks to them for their hard work. We also have our Employee award, and “Special Praise” rewards, for when the families of residents feedback on someone going “above and beyond” for them.

We have also introduced a central rewards platform for our staff; for smaller, ad hoc benefits, such as reduced price cinema tickets. It also features some great additional benefits, such as the Employee Support Hub phone line, which we have introduced as part of Mental Health Awareness Week 2019, so that our staff can have access to 24/7 in-the-moment support from qualified therapists, to help them work through any emotional, family or legal issues. Just as a regular reminder that we recognise the great job they do for us.

Laura Kane, part of our team at Bartlett’s Residential Care Home, commented on our new rewards platform:

 

I find Perkbox really beneficial! I’ve used it for numerous things already; varying from a free drink at Café Nero to cheaper airport parking when I have booked upcoming holidays. It’s even helped me save money when I’ve bought things online from ASOS (and there’s nothing better than getting the clothes you want at a cheaper price). The app is super easy to use and has everything you could think of. I’m very happy with the platform and it’s a great employee rewards scheme.

We know that our residents and their families truly appreciate the exceptional level of care they receive at Bartlett’s, Stone House and Merryfield, and we want to pass that appreciation on to our team, so that they feel motivated to carry on doing what they’re doing so well.

 

About Peverel Court Care

 
Peverel Court Care is a group of one residential and two nursing homes, located in Buckinghamshire and Oxfordshire: Bartlett’s Residential Care Home and Stone House Nursing Home in Aylesbury, and Merryfield House Nursing Home in Witney. We are a long-standing family business, providing personalised care, delivered by talented and compassionate people, in exclusive and idyllic settings.

With happiness at the heart of our homes, we recognise and respect the contribution made by our residents to society during their lifetimes. Valued by residents and their families; our reputation, investment in each property, and approach to appointing and developing our staff makes each home unique and the benchmark in premium care.

Bartletts, Best Care Practices, Care Home Recruitment, Personalisation, Property Development

Our Vision For Bartlett’s Residential Care Home

In previous articles, we’ve talked about innovation and vision when it comes to Peverel Court Care. We believe that we are at the forefront of providing high quality care and we want it to stay that way. This means we must have a pioneering and evolving vision; one that changes based on sector research and adapting best practice.

In this article, we’d like to share with you our vision for Bartlett’s Residential Care Home, as shared by Director of Peverel Court Care Anil Dhanani.

Recruiting Staff That Drive Change

We make it our duty to recruit the highest quality care staff; those with experience and genuine passion. Once we recruit them, we then work on retaining them. We do this by providing them a happy working environment, one in which they can grow, learn and make a real impact. We’re proud to say that we are surrounded by staff who constantly want to see Bartlett’s be the best we can be. They’re forever coming up with ideas to better the service we offer. Our vision for Bartlett’s involves keeping and recruiting more of these incredible staff members.

Seeking Out The Best Care Practices

Over the last twenty years care practices have changed. They will change again in the next twenty. This means we need to make sure that we’re informed and learned in the most productive care practices. Very soon our Directors will be flying to Holland to look at some brilliant new facilities and practices currently being employed elsewhere in Europe. We always want to make sure we are at the forefront of excellent care.

Anil said, “Good care practice is not and never should be seen with a static mindset. We continually understand more as a society about how, for example, dementia manifests itself and how best to improve someone’s quality of life. You can be sure Bartlett’s will be at the forefront employing techniques and practices that might best do just this. This could be introducing virtual dementia suits to allow staff to get first hand insight and experience of how dementia might manifest itself physically, improving staff empathy and understanding, or analysing the changing tastes of generations as time passes. I can, for example, tell you that there has been a marked difference in menu requests and the tastes of the wartime generation and the now post war generation. There are indeed an almost infinite number of ways to improve someone’s wellbeing, from nutritional considerations through to tailored social interaction. When you consider the differing characters and needs of each individual and how the ageing demographic is changing, the possibilities of how to improve their wellbeing is in some ways endless.”

We Listen To Our Residents

Our monthly residents survey allows us to find out directly from our residents what they would like to see us do more, or indeed less. They’re extremely insightful and effective. At the start of every year we’ll use all the information we’ve garnered internally and externally to decide on the big changes we want to make. This means, to a degree, that the vision of Bartlett’s is largely down to how our residents feel, which is exactly how it should be.

Anil said, “There might be changes to facilities, hospitality and training and we have a team to ensure it gets implemented. However, having said that, not a day goes by where we aren’t thinking of or implementing ways to better ourselves and the lives of our residents.”

Expanding In All The Right Ways

We’re expanding Bartlett’s this year. We’ll be accepting twelve new residents into newly designed suites, so that we can give great care to even more people. We’re expanding in other ways too, originally we had planned to build another two bedrooms but we changed these plans in order to give our residents more communal space. This year they’ll be given a cinema room, library, private dining facility, assisted bathing facility and reception room to enjoy, as well as fully landscaped gardens.

Personalised Service

Our vision for Bartlett’s doesn’t extend much further when it comes to accepting more residents. We don’t plan on growing much more. In order to retain a personalised service, one in which our residents and staff all know one another well and our residence feels like a home, we don’t think we can add many more rooms. We would much rather work on providing a perfect service to fewer people than struggle to provide a mediocre one to a bigger group.

Anil said, “Personalised service is what we pride ourselves on. The term ‘Personalised’ is certainly used quite a bit, but I think it would be disingenuous of anyone to say they could really offer that in a Home with 50+ residents. That familiarity and firsthand knowledge of your client, which is essential, just isn’t there in such places.”

Care That Works For Everyone

Anil said, “If I had to explain Bartlett’s to someone in thirty seconds, I would tell them that their loved one will be very safe and incredibly well looked after, by a team of some of the most conscientious, caring, well trained and capable people you will find. I’d say our families have peace of mind and our residents have the best chance to rediscover their verve and sense of purpose, fulfillment and comfort, in surroundings that are beautiful both inside and out.”

Everything that we do is around our vision of providing the best care to our residents, so that they feel happy and secure and their families feel content in the knowledge that those they love are being well looked after. As long as we keep this at the centre of our vision, we’re confident that we’ll continue to offer some of the best care in the UK.

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