Bowes House

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

We identified some issues in respect to culture and support of staff. Staff gave mixed feedback on their support. The majority of this feedback was because of the previous management arrangements at the service. These arrangements had subsequently changed and there was new management in place. The new managers were aware of the previous issue and were putting systems in place to support staff and improve the morale and culture. Staff were aware of the improvements, however these improvements would take time to be fully implemented and embedded.

This service scored 71 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

Staff commented they had a good understanding of their roles and responsibilities. Staff told us the care of people living at the service was the most important aspect of their work and they strived to ensure that people received high quality care. However, staff informed us that the previous management arrangements had led to a dip in morale and the culture of the service did not always feel supportive. However, staff also commented that the new management arrangements at the service had enhanced the service, and they were confident that there would be ongoing support and an improvement in morale. One member of staff told us, “We’ve had a problem with the previous management, it was like we were never listened to and weren’t supported. If I’m honest, the new manager is a breath of fresh air.” Another member of staff said, “I love working here, but the last managers didn’t listen, they didn’t care about us. It’s getting better now though.” An interim manager added, “We are aware that staff feel let down and have had a difficult time. We are changing that, and that starts with listening to them and them understanding how valued they are.”

The current management of the service were aware of the previous issues in relation to supporting staff and the culture at the service. They had started putting systems in place to support staff and improve the morale and culture. These new systems included scheduling one to one meetings with all staff, holding group meetings with staff to gather feedback from them to improve the service. Incentive schemes for staff were also being implemented in order to improve morale and teamwork. Some of these systems had already started, however further time was needed in order for these systems to be fully implemented and embedded.

We did not look at Capable, compassionate and inclusive leaders during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Freedom to speak up during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Workforce equality, diversity and inclusion during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Governance, management and sustainability during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Partnerships and communities during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Learning, improvement and innovation during this assessment. The score for this quality statement is based on the previous rating for Well-led.