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‘Assimilate’ looks at how you induct, develop, supervise and manage staff to ensure they demonstrate your workplace values in their role.

We know that retention is a key challenge for organisations, so after all the energy you've put into recruiting the right staff who share your values it's important to continue to focus on your workplace values once staff join your organisation.

Embedding and assimilating your values into every aspect of your work environment ensures that:

  • staff know exactly what is expected of them, leading to them feeling more confident and secure
  • you value and recognise the important contribution your workers make every day to the lives of people they provide care and support to by demonstrating your workplace values

Embedding values at every stage of recruitment can also contribute to achieving a good and outstanding CQC rating by recruiting and retaining the best staff who will deliver the best quality care.

Embedding and assimilating your values into your induction, probation, training and development, supervision and management, and appraisal and recognition processes ensures people demonstrate the right behaviours in their day to day interactions, feel valued in the workplace and are supported to reach their full potential.

 

Assimilating values within your workplace: 

Duration 2 mins 43 secs

 

We communicate our values and expectations through a wide range of tools including job specifications, comprehensive job interviews, policies and procedures, health and safety booklets, our comprehensive induction, three month probationary period, service user and work questionnaires, assessment during two week shadow working period, self-assessment toolkit for new staff members who have previously worked in care.

All Care Shropshire Limited, Outstanding rated provider

 
Individual employers can find out more about assimilating values with our 'Assimilate - Inducting, developing and managing new and existing personal assistants (PAs) to ensure they demonstrate the values and behaviours that matter in their PA role' video.

 

How can you embed your values once staff start to work for you?

  1. Include your values and expected behaviours in your workplace code of conduct and in all relevant policies and procedures.
  2. Share your values and behaviours and your code of conduct with staff in their induction to set clear expectations and ensure they understand how to demonstrate the values in their work.
  3. Make you supervision sessions with staff values-based, focussing not just on what staff do, but how they demonstrate the values and behaviours that make a difference in their work.
  4. Set staff objectives linked to the values in their appraisals so they know they're important and are clear on how they can develop and improve how they do their role.

 

Resources and templates

Here are some resources to enable you to analyse how effectively you induct, develop and supervise staff to ensure they demonstrate your workplace values in their work, plan areas for improvement and know what to do to put those plans in place.

 

Word - 47 KB
Use this checklist to assess how well you assimilate values in your workplace.
PDF - 143 KB
This guidance includes ideas to help you consistently communicate your values in a variety of ways.

Supervision

This area of our website includes guidance and ideas for making the most of supervision, including the effective supervision guide.

 

This toolkit provides practical support to develop the skills needed to manage confidently.

 

Learning from others

Induction and retention - Future Directions case study

 

Ensuring your values-based recruitment is neuro-inclusive

Offer workplace needs assessments to neurodivergent staff so they and you are aware of what ‘reasonable adjustments’ they may benefit from – these can be arranged through  or a private provider.

Provide training to line managers so they are aware of how they can best support their neurodivergent staff.

Give neurodivergent staff time to map out processes if these are not already available and back up verbal instructions in writing.

Ask neurodivergent staff how they think you could make development/training more accessible to them.