8.2 Key issues in developing and retaining staff

Once we have our staff, what do we have to do to provide them with the skills necessary to carry out the job and ensure that we retain them? This section focuses on strategies and good practices for effective development and retention of staff working with people with TBI.

Strategies for effective staff management include:

  • orientation/induction
  • ongoing training and education
  • performance management

Orientation/induction

To introduce new staff to your team, consider having a formal induction process that includes the following:

  • planned orientation
  • in-service/buddy shifts
  • overview of policies and procedures
  • overview of organisation philosophy
  • overview of organisational information

Training and education

To keep your staff, consider a formal staff development process that includes:

  • mandatory education
  • TBI information
  • specific client information
  • identifying training needs

    – internal training course – external training course

Performance management and supervision

To keep your staff, consider a formal process that includes:

  • increasing staff skills and responsibilities
  • supervision – formal and informal
  • team approach
  • buddy system

Keep in mind

  • Performance management is both a method of personal development for the worker and a process for identifying training needs.
  • Organisational structures are important in managing staff.
  • Policies and Procedures are an essential resource for staff.
  • Staff training and development is a key component for developing and maintaining staff.
  • Training focuses on a number of areas:

    Attitudes – personal views towards a person with a TBI are shaped by cultural, religious, social, educational and personal factors Knowledge – about people with an acquired brain injury, including demographic issues, legalities, agency policies Skill – working with individuals and professional development Confidence and supervision – team or joint approach

 

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