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Retention and Development Tool
Care Worker retention initiatives should start on day one in order to keep employees motivated and focused, so that they choose to stay and contribute fully to successful care provision within your organisation. Our Retention and Development Tool and Report will enhance the retention of your new employees, lowering turnover and its associated costs. It is more cost-effective to keep a good new recruit, than to have to start the process of finding, training, and inducting a new one.
The opportunity for formal contact between a new starter and their immediate manager or supervisor is often lacking within various care settings. Providing an opportunity for the two to get together, as well as setting out a development path for the new employee can significantly enhance a new starter’s engagement in building their relationship with the manager, wider team, and organisation.
What Does The Tool Achieve?
All too often, care providers wait for their new employees to be firmly embedded in their new roles before they start making any role development available. However, by connecting them to learning and development from the start, the organisations can have a much deeper impact on the a new employees experience in the company.
The Care Character Retention and Development Report, is designed to help managers properly welcome, induct and embed new starters and to start the process of discussing potential learning and development needs with them. Our report is given to new employees to help them settle in and feel welcome and optimistic about their new role.
The report, based on the Care Character qualities model, is interactive and examines seven key areas of effectiveness in care. The report provides a structured guide for two retention & development discussions to be completed in the first 6-8 weeks from the carer starting their role and is shared between the new carer and their immediate manager.
These discussions allow constructive and proactive exploration of new starter themes and areas for concern and possible development needs, helping the carer feel more confident and in control of their new role and learning. With more guided actions, the carer will be encouraged to contact new colleagues, share ideas or concerns, establish positive working relationships in their team and understand how they can best apply their qualities within a caring environment.
Together, we provide a platform for adjustment to the new role, ensuring that the new starter feels valued and encourages longer tenure in the organisation.
The Report Contents
The Retention & Development Report provides all of the materials needed for managers to hold a structured discussion, including learning needs with new starters when they join. The content will allow the manager to lead a conversation about learning and development. The development report also caters to some or all of the quality areas, depending on the priorities of the manager and the organisation.
A summary page, showing the carer’s profile on the seven qualities, and identifying areas to focus on for development, brings a clear overview. The profile is followed by a more detailed developmental presentation of implications for the carer’s preferred work behaviors and ethics.
Structured Guide for Development
The structured development guide is set up to facilitate two one-to-one discussions between the manager and carer. The first explores potential learning actions and activities, and the second enables reflection and planning for future improvement.
● Discussion One
This discussion is recommended within the first two weeks of joining. Our report includes all the details needed for this discussion. The report is interactive in nature, allowing the carer to both make notes, and also take away the report to use for their future development.
- The carer can see their report and understand their profile in each of the seven care qualities.
- Each quality is put into context to explain the situations in which they are relevant.
- Recommended development actions contain activities that can be tried or practised in day-to-day work.
- Space is provided for the carer and manager to make notes on agreed actions including critical working relationships to establish and who to contact or talk to concerning agreed actions.
● Discussion Two
The second, follow-up of discussion, is recommended to be taken no more than six weeks after discussion one. The objective of this discussion is to reflect on learning and future development.
- The report provides guidance and space for the carer to make reflective notes on their progress and activities against the agreed actions from discussion one.
- These reflections are then shared and reviewed with their manager, allowing the opportunity for feedback and follow-up actions.
- If a mentor has been identified, the carer is encouraged to seek feedback and include it in their reflections.
- The report provides space for final thoughts, plans, and how and where to find support.
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See the development potentialTrial the assessment
Enhance the retention of your new employees with an immediate development path and build their relationship with the manager, wider team, and organisation.
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Embed Care Character to streamline your recruitment process. Select the right people for the role.
From PhD to vital tool
Discover the power behind Care Character - the PhD that informed the assessment and retention tool specifically designed for the care sector.
The care sector experiences high drop off between offer and start and lower retention figures than some sectors. Combat this with improved candidate engagement.
In no time at all, the assessment compares an applicant's core traits against the main qualities required for becoming a successful carer.
Care Character produces in depth reports for hiring managers detailing candidates strengths and weaknesses that assist with recruitment and retention.