CARE-GIVERS SEE conversation and companionship as the priority at Home Instead Senior Care UK. The Warrington-based care specialist matches elderly clients with carers who share the same interests and hobbies, to help foster strong relationships between them.
Similar thoughtfulness is extended to the employees themselves. Birthdays and work anniversaries are marked with cards, cake and wine from Home Instead, which is a franchise of an American parent company. The lunch-room is equipped with a cooker, microwave, panini-maker and potato oven to encourage everybody to take a proper lunch break.
Everyone can flex their start and finish times and corporate gym membership is open to all. Paternity pay is enhanced beyond the government minimum and all parents can go to their children’s assemblies, school plays and sports days without taking time out of their holiday allowance.
Staff say deadlines are realistic (82% positive) and they do not think they spend too much time working (76%, ranking eighth among small companies on this list).
About half of Home Instead’s 111 employees are over 45; 90 of them are women; and most have cared for relatives or friends before turning to care as a profession. They offer non-medical, companionship-led help in visits that are typically one hour or longer.
Staff believe the firm makes a difference (91%), and say working for it is anything but boring (86%).
Mission / Vision
Mission: To become the UK’s most admired care company by changing the face of ageing.
Vision: By 2017 to be one of the top 3 private pay care providers everywhere we operate.
Best Workplace Factors
There is a real family feel throughout the organisation and this is
driven by the company owners, Sam and Trevor Brocklebank and the senior
management team. On Monday and Friday lunch is provided for all employees and
they take time to sit and eat together, this encourages interaction between
colleagues in different departments who may not often work together and creates
a family feel which is an important part of their culture. It is important to
the company that all members of the team share their values and are committed
to their mission to change the face of ageing in the UK. Therefore prior to
being appointed all candidates are met by the senior management team to ensure
they are a good fit.
Home Instead Senior Care UK have an open culture and a
real family feel, and as a close team they are quick to pick up any changes in
a team members behaviour that may indicate stress or personal problems. They
have a number of practices in place to ease workplace stress; their daily
huddle is an opportunity for all team members not only to hear what is happening
in other departments, but also to spend time over a coffee with colleagues. In
this way the team support each other as there is always a listening ear
available. Employees are all also encouraged to take a proper lunch break; they
have a lunch room which is fully equipped with a cooker, microwave, Panini
maker, and even a jacket potato oven. So there is opportunity to take a pause
in the middle of the day and socialise over lunch with colleagues. A number of
the team travel out of the office for two to three days each week visiting
franchise offices and it is important that they feel connected to their
colleagues who are more office based. Employees are encouraged to be in the
office on Monday and Friday and the company provides lunch so that they can all
eat together. All employees can also take advantage of their corporate gym membership.
They company are currently all involved in a “Biggest Loser” challenge, initiated
by a team member, to help them all trim down a few pounds!
Company CEO Trevor Brocklebank and the senior
management team do live their company values and so are very approachable and
available to the team, to listen and offer support as required. Any issues or
concerns can be discussed openly and solutions sought that support the
The company mission and values are central to everything they do. Every
team member understands the mission and their role in it. The mission statement
is painted on the walls in reception and on the first floor of the office
building so everyone is reminded of it each morning as they enter. During the
interview process they talk extensively about their mission and values. The
process, including a psychometric profile, is designed to source people who
have a strong fit with their values. The company believe that having the right mind
set and values is essential. They have produced a video which communicates
their values and each new team member meets with Trevor (CEO) so he can talk to
them about why he founded the company and why the mission and values are so
important to what the company do. The values shape the way that they behave as
a team, with each other and external stakeholders.