Course Profile

Course Profile: Retaining Staff (1 Day)
The most important resource an organisation has is its staff. Recruiting committed, qualified and skilled staff is very challenging indeed and it is a key responsibility of the manager to maintain and nurture them. Failure to do so leads to lack of continuity and deteriorating services to Adults receiving health and social care services. It is also very costly for the organisation; financially and in terms of time.

This course aims to provide the essential skills that a manager requires in order to embark on a positive course of action to retaining staff. The course is informed by the CIPD 'Employee turnover retention' and 'Employee engagement'. The course is set in the context of the Care Act (2014), supports the Social Care Commitment and will help organisations meet the CQC Fundamental Standards.
The course provides some knowledge for
MIS (2012): 5.1, 5.3, 6.4, 9.1, 9.3, 9.4
QCF: SHC 52, LM1a, LM1c,
NHS KSF: Core 2.4, G 6.4
The course is designed for managers working in all health & social care settings and can be adapted for other disciplines and contexts.

Learning outcomes

By the end of the course learners should understand:

  • The motivation for people working e.g. self-esteem needs, sense of achievement, making friends
  • How work needs to meet those motivators wherever possible
  • What people find rewarding at work e.g. individual recognition, individual responsibility etc.
  • What is meant by the Psychological Contract and the impact that it has within the workplace
  • Management and organisational practices that contribute to staff retention e.g. Supervision
  • What is meant by a culture and a sub-culture
  • The need to recognise and understand the culture of their organisation
  • The importance of matching people to the organisational culture
  • Recruiting and selecting the right person: skills, knowledge, experience etc.
  • The importance of Induction
  • Employee engagement
  • How 1-1 and Group Supervision can assist in staff retention
  • Ways of obtaining feedback from staff: during employment, at the end of employment
  • Learning from the feedback:
               -What was valued about the job?
               -Why leave the job?
  • The need to guard against defensive responses to feedback
  • Action planning as a result of the feedback
Training methods utilised include: Tutor presentations, PowerPoint, Small group work, Debate and reflection, Word shower method, Simulation exercise, Chalk & talk, Handouts