Why Supervision Shouldn’t Feel Like a Tick-Box Exercise in Social Care
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🧠 Supervision isn’t just about oversight — it’s about growth.
In social care, supervision is one of your most powerful tools to embed culture, uphold quality standards, and retain great staff. But too often, it’s rushed, reactive, or reduced to a paperwork exercise. That’s not just a missed opportunity — it’s a risk.
🎯 What Good Supervision Looks Like
- It’s planned, not last-minute.
- It focuses on wellbeing, not just performance.
- It involves listening, not just telling.
Supervision should be a safe, constructive space. Done well, it can prevent safeguarding issues, reduce burnout, and improve decision-making.
📉 When It Goes Wrong
- Supervision sessions keep getting cancelled or shortened.
- The agenda is always compliance-heavy — no time for reflection.
- There’s no link to CPD, career goals or progression planning.
This can lead to staff feeling unsupported and undervalued — which impacts retention and risk.
📋 Embed It in Your Tender Responses
When writing tenders, go beyond saying “we provide supervision every 6-8 weeks.” Instead:
- Explain how supervision is structured and reviewed.
- Highlight the focus on safeguarding, reflection, and values-based care.
- Provide examples of how supervision has led to improved practice.
📣 Pro Tip: Link to Outcomes
If supervision in your service led to a policy change, improved a person’s experience, or helped a staff member grow — say so. Commissioners love real-life evidence that shows your culture in action.
📦 Resources to Strengthen Your Practice
Written by Mike Harrison, Founder of Impact Guru Ltd — specialists in bid writing and strategy for social care providers
Visit impact-guru.co.uk to browse downloadable strategies, method statements, or get in touch about tender support.