Workforce Wellbeing and Retention Audit - Care Homes
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- Q1: Is there a workforce wellbeing strategy or policy in place that supports mental, physical, and emotional health?
- Q2: Are staff encouraged to speak openly about stress, workload, and wellbeing in a safe environment?
- Q3: Are supervision sessions used to check in on staff wellbeing and provide individual support?
- Q4: Are formal wellbeing initiatives in place (e.g., EAPs, counselling, mental health first aiders)?
- Q5: Is staff feedback regularly collected on morale, job satisfaction, and work-life balance?
- Q6: Are staff able to take their full breaks and use annual leave entitlements without pressure?
- Q7: Is there a culture that encourages appreciation, kindness, and peer support among teams?
- Q8: Are workload and shift patterns regularly reviewed to ensure fairness and prevent burnout?
- Q9: Are new staff supported with induction, mentoring, and regular check-ins during their early months?
- Q10: Is staff retention tracked and reviewed for patterns or concerns (e.g., turnover hotspots, exit reasons)?
- Q11: Are exit interviews conducted and used to identify areas for improvement in staff experience?
- Q12: Are flexible working options explored and supported where roles allow?
- Q13: Is there a system for recognising and celebrating staff achievements and contributions?
- Q14: Are training, development, and promotion pathways available and clearly communicated?
- Q15: Do staff feel valued, listened to, and included in service improvement or change discussions?
- Q16: Are workplace stressors (e.g., short staffing, unclear roles, unsafe environments) monitored and addressed promptly?
- Q17: Are occupational health services accessible for staff experiencing physical or mental health issues?
- Q18: Are peer support opportunities available for staff who have experienced distressing situations (e.g., end of life care, safeguarding)?
- Q19: Is leadership approachable, visible, and proactive in supporting team wellbeing?
- Q20: Are anonymous staff surveys used to identify hidden concerns and monitor culture?
- Q21: Is training on resilience, self-care, or mental health awareness offered regularly?
- Q22: Are incidents of bullying, harassment, or discrimination taken seriously and investigated fully?
- Q23: Are reward schemes, bonuses, or benefits aligned with retention goals and staff needs?
- Q24: Is the impact of wellbeing initiatives reviewed and improved based on staff feedback?
- Q25: Are safe staffing levels maintained and planned proactively to reduce reliance on agency or last-minute cover?