Confidence can make a big difference in care.
A member of staff may understand the basics of their role, but still feel unsure when faced with a new situation, a more complex need or a task they haven’t carried out for some time.
That is where effective training can play an important role.
Training isn’t just about completing a course or keeping records up to date. Done well, it can help staff build knowledge, develop practical skills and feel more prepared in their day-to-day work.
Confidence and competence go hand in hand
It’s difficult to feel confident when you’re not sure what to do.
The latest Adult Social Care Workforce Skills Survey found that 20.5% of respondents identified reduced confidence in performing a job role as an impact of skills gaps. Increased workload and pressure, stress and the need for additional supervision were also reported.
This doesn’t mean every confidence issue can be solved with a training course. Experience, supervision, good management and support all have an important part to play.
But giving staff opportunities to learn can provide a stronger foundation.
What does effective training look like?
Good training should relate to the actual needs of the workforce and the people receiving care.
That might mean refreshing knowledge in an area staff haven’t used recently, introducing a new skill or providing more specialist training as the needs of the people being supported change.
It could include:
- Mandatory and statutory training
- Specialist care training
- Practical skills training
- Dementia and mental health training
- Safeguarding
- Medication
- Moving and handling
- Equality and inclusion
- Digital and technology skills
Skills for Care’s current training guidance highlights that training should enhance workers’ confidence, knowledge and skills, while allowing competence to be demonstrated.
Training shouldn’t stop when the course ends
A certificate can show that someone has completed training, but confidence often develops through using that knowledge in practice.
This is where training can work alongside:
Supervision
A chance to discuss how staff are applying their knowledge and where they may need further support.
Practical experience
Giving staff opportunities to practise skills and become more comfortable with them.
Feedback
Helping staff understand what they’re doing well and where they can continue developing.
Ongoing learning
Building development into a longer-term plan rather than treating training as a one-off activity.
This approach can help turn knowledge into confidence and, importantly, confidence into competence.
Could training also support staff retention?
When people feel supported in their development, they may have a clearer sense of progression within their role.
Training can give staff opportunities to develop existing skills, learn something new or prepare for greater responsibility.
The Care Workforce Pathway, for example, provides a clearer structure for development and progression within adult social care.
For employers, investing in development can therefore be about more than meeting training requirements. It can be part of creating a workforce that feels supported, capable and valued.
Finding the right approach for your team
Every care team is different, so training doesn’t have to look the same for everyone.
Some staff may benefit from face-to-face learning, while others may prefer eLearning or shorter learning sessions that fit around their working pattern.
A combination of approaches can make it easier to keep learning accessible while still giving staff the opportunity to develop the skills they need.
At Halo Staffing, we provide a range of training options designed to support health and social care professionals, from mandatory training through to specialist and development-focused courses.
Because ultimately, training isn’t just about ticking a box.
It’s about helping people feel ready, capable and confident to provide the best care they can.
Find out more about our training by clicking the button below!
