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The first part of the project was
to launch an employee engagement survey,
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which asked a lot of questions
about what it's like working here.
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So, what people's thoughts and
feelings were about
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Seren Support Services
the good, the bad and the ugly.
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Then we analysed the results
and looked for tangible things
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that we can move forward into projects.
The first part of that was communicating
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the outcome of the survey with our
people to show that we'd listened.
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The second part then was to identify
what they really wanted us to work on and
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one of the key things was about
career development, understanding
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what opportunities there were
within this organisation to have
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a career not just a job.
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People are our biggest asset here
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at Seren Support, so we really
wanted to focus on recruitment
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and retention, really important
factors for us
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and we're passionate about
developing individuals.
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We have individuals working at
apprenticeship level with the right
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qualification and therefore that's an opportunity
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within itself.
Plus, our additional support
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coaching and mentoring will actually
solidify and grow them into the future.
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In a sector where people
are offering very similar pay rates
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and the roles are very similar,
we want to be different
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and show people that we can
offer careers in the sector.
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We want to try and encourage people
to stay here because we're an
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employer that treats people well,
we treat people fairly and
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we invest in their development.
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Everybody needs to have clear career paths in place.
Retention is the biggest aspect
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that we can focus on in
these challenging times,
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because if you come in as
a care worker you too can progress
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and I think that's what gives clarity,
motivation and ambition for everybody.