Working as a registered manager in large companies is very different from working in a similar role in a small independent care provider. Most experienced managers will have a preference between the two experiences. But for those aspiring to be a registered manager or new to the role, what are the pros and cons of these two working environments? This blog looks at working for a small independent provider.
Starting with the benefits, independent providers offer a range of working conditions that managers often appreciate, such as flexibility, autonomy, faster decision-making, and the freedom to shape a unique service offering. However, it’s important to note that these conditions are sustained by a strong professional relationship between the manager and the owner. How is such as relationship built and sustained?
The most important factor in building the manager-owner relationship is communication. This may be easy when the owner is local and often present in the office (although not necessarily so); it can be more challenging when the manager lives at a distance or does not visit the service regularly. It is up to both parties to agree on what is expected and acceptable, and this should include clear guidelines on contact outside regular working hours.
A consistent schedule can help ensure that documented meetings occur regularly, either in person or using an online meeting app, such as Microsoft Teams or Google Meet. Minutes should be made and shared after each meeting. These minutes serve as owner approval (when needed) for certain work within the service for the manager and help set expectations for future meetings, providing direction and support to the manager.
Financial resources are essential to delivering a quality and safe service. The registered manager—as the person legally responsible for the services—must be supported with the resources needed to provide the service effectively. This will require an agreed-upon budget covering daily operating expenses and any capital expenditures needed. Without this, they may be unable to fulfil their responsibilities. Sadly, managers can feel compromised by their employers in this area. Again, effective and transparent communication on both sides is essential to avoiding this problem.
Decision-making is another area of potential conflict. Some owners want to be involved in every decision; others are happy for the registered manager to take the lead. In our view, the ideal situation is for high-level decisions to be discussed and made in management meetings. This ensures there is evidence of any agreement reached in the form of minutes, which can be referred to when needed. Day-to-day or emergency decisions should be left to the manager, as they know the service. Urgent and emergency decisions, in particular, should be delegated to the manager to allow them the autonomy to respond promptly and effectively.
The relationship between the registered manager and the owner is integral to safe and quality service delivery and the business’s overall success. Finding and agreeing on an effective way of working together is essential at any level of experience. It allows a trusting professional relationship to flourish and sets the best example for working at all levels of the organisation.
When it comes to running social care businesses, here at W&P, we’ve been around the block and seen most things. Our experienced team offers expert guidance for small business owners and managers to help your business deliver quality care and achieve business success. We also offer various supporting services, from complete policies and procedures to compliance services and training. We also offer specific packages for new care business start-ups.
Call W&P on 01305 767104
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