How to ensure your employees are not making a career move they’ll regret

December 4, 2017

Work can be such a huge part of our lives, but according to research from CV-Library, four in 10 (43.2%) care workers admit to having some major regrets around career moves they have made. While we cannot always predict the outcome of the choices we make, especially when it comes to work, having regrets is by no means ideal.

 

Worryingly, a quarter (25%) of care workers also said that they don’t like their current jobs, suggesting that employers in the sector need to do more to keep their employees happy. Below, we identify carers’ top career regrets and explain how you can help your staff to avoid making these mistakes.

 

Maintain a great company culture

 

The top career regret amongst care workers was moving to a company they didn’t end up liking. What’s more, over a quarter (26.3%) of care professionals said they regretted leaving a company that they actually really liked. As an employer, you don’t want your company to be considered a mistake. Therefore, maintaining a great company culture can help to keep staff happy and stop this from happening.

 

There is more pressure than ever on this industry to provide top quality care. And while you may bear the brunt of this as an employer, it can also put a lot of burden on your employees. The demanding nature of caring for vulnerable adults or children can be tough and coupled with ongoing staff shortages in the industry, your workers need to feel assured that they are working for a company which has a supportive and friendly culture.

 

You might choose to ask your current employees whether they feel you could improve anything, as this will enable you to implement changes that make a real difference. What’s more, you should ensure that you look after new employees as they transition into your workplace. This can reduce the risk of your company becoming someone’s biggest career regret.  Getting it right can do wonders for your environment, especially as the culture can filter down to patients and their families, creating a more positive environment for all.

 

Ensure you are approachable

 

As an employer, you should seek to create a friendly environment where all employees feel comfortable coming to you with any issues they may be facing. After all, you don’t want employees to feel stressed at the prospect of addressing any problems, and potentially letting these issues become worse. Otherwise, this could have negative implications further down the line, and could even lead to staff leaving the business.

 

Remaining calm under pressure is one of the key skills required for care professionals. But, while you need to be resilient, giving emotional and practical support can take its toll on even the toughest of workers. Therefore, you should be prepared to act as an approachable support system to your workers where it may be necessary, to show that you are looking out for them and understand the demanding nature of the role.

 

To create a friendly environment it’s important that you have an open door policy. Employees want to work for someone they can trust and that they feel comfortable discussing their worries with. Letting them know that your door is always open shows you are approachable and arranging one-to-one catch-ups, particularly in their first month of joining, could help them to ease into the business.

 

If possible, encourage staff to get to know each other as well. It may be that they feel comfortable talking to their colleagues about any of the smaller issues they may be facing. You could also implement a buddy system for new starters, where they are given a go-to team member who they can speak to if they feel overwhelmed or want to talk anything through. By creating a support network where staff feel they have people they can approach, you’ll stand a better chance at attracting, recruiting, and retaining the very best professionals in the industry.

 

Provide development opportunities

 

The data also revealed that 22.2% of care professionals regretted not going for a promotion. What’s more, 11.1% said that they regret going for a promotion when they weren’t actually ready for it. Taking on a new role within the care industry, whether that’s managing people or services, is a big decision and it can be hard to find the right balance. So, it’s vital to give advice and guidance to your staff about their career progression.

 

In addition to this, it’s important to know when your workers are ready for the next step in their career; whether that’s a promotion or taking on extra responsibilities. Working with your employee to create a personal development plan, outlining their goals, what they need to do to achieve them, and when they need to achieve them by, is a great first step. Especially as it enables them to take stock of where they’re currently at, and think about what their next step will be.

 

In summary

 

Over-all, employee happiness is the key to staff retention, motivation and a positive working environment within the care industry. The job can be extremely taxing, but no employers wants their staff to question whether they have made the right decision by joining your organisation. Don’t let your company be a mistake: listen to your workers and support them, especially your new starters.

 

By Lee Biggins, founder and managing director of CV-Library

 

 

 

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