Role Of Flexible Working In Social Care
Hardy, R. (2016, January 25). Don't let staff go off the radar, and other advice on flexible working in social care. The Guardian. Retrieved from: http://www.theguardian.com/social-care-network/2016/jan/15/flexible-working-in-social-care-what-are-the-challenges-benefits-and-opportunities
As the social care continues to be a female dominated profession and that caregiving roles in family life are more often fulfilled by females also; the challenge for employers to support employees to combine family life and work is both demanding and necessary. With this in mind, can flexible working offer a solution for social care?
Recent reports suggest that there are a number of pitfalls to be avoided by supporting staff who work flexibly. Guidance from
managers should enable staff to set clear boundaries between work and home life to minimise stress. However, stress can be exacerbated for flexible workers through social isolation; particularly where staff are required to work unsocial or excessive hours. Therefore, maintaining networks between staff is an important consideration through technology, development days or social events.
Robust supervision is essential for the development and support of staff in all social care organisations but more so for flexible workers as the day-to-day contact provided in an office environment may not be possible. Nonetheless, video conferencing facilities offer an opportunity for face-to-face supervision and support. Establishing two way support and supervision from induction between managers and workers should encourage a supportive relationship in order to maintain a high quality service. Organisations also have a responsibility to ensure that staff are skilled and trained, especially in the use of technology; as well as providing sufficient resources to effectively complement their work. Furthermore, good time management and proportionate working require support from managers also. Although flexible working is not appropriate for all aspects of social care, there are benefits where it is applicable. Flexible working attracts a much needed workforce and facilitates the retention of that workforce by valuing the skills and talents of employees.
Despite the pitfalls of flexible working, the factors that impede and predict its success can be encouraged by organisation through robust management and supervision to benefit organisations as well as staff and service users.
As the social care continues to be a female dominated profession and that caregiving roles in family life are more often fulfilled by females also; the challenge for employers to support employees to combine family life and work is both demanding and necessary. With this in mind, can flexible working offer a solution for social care?
Recent reports suggest that there are a number of pitfalls to be avoided by supporting staff who work flexibly. Guidance from
managers should enable staff to set clear boundaries between work and home life to minimise stress. However, stress can be exacerbated for flexible workers through social isolation; particularly where staff are required to work unsocial or excessive hours. Therefore, maintaining networks between staff is an important consideration through technology, development days or social events.
Robust supervision is essential for the development and support of staff in all social care organisations but more so for flexible workers as the day-to-day contact provided in an office environment may not be possible. Nonetheless, video conferencing facilities offer an opportunity for face-to-face supervision and support. Establishing two way support and supervision from induction between managers and workers should encourage a supportive relationship in order to maintain a high quality service. Organisations also have a responsibility to ensure that staff are skilled and trained, especially in the use of technology; as well as providing sufficient resources to effectively complement their work. Furthermore, good time management and proportionate working require support from managers also. Although flexible working is not appropriate for all aspects of social care, there are benefits where it is applicable. Flexible working attracts a much needed workforce and facilitates the retention of that workforce by valuing the skills and talents of employees.
Despite the pitfalls of flexible working, the factors that impede and predict its success can be encouraged by organisation through robust management and supervision to benefit organisations as well as staff and service users.