Making money out of the old and sick

I ran a workshop for the management team of a chain of private care homes a few years ago.  They were concerned about their internal communications. They had a number of homes scattered across a wide area of the North East with a staff of workers technically described as unskilled, though Lord knows I couldn’t do the job.  The staff worked irregular shifts, many had English as their second language, almost none had access to a computer.  The standard internal techniques were obviously not going to work so we spent some time looking at  creative alternatives.

I was struck by the huge pride the staff took in the quality of the care they offered and by how beleaguered they felt as an industry.  They believed they were demonised as heartless profit-seekers,  maximising income by grabbing  granny’s life savings and offering her workhouse conditions cared for by untrained staff on minimum wage.

My workshoppers evidently didn’t fit that pattern.  They cared enough about their staff to spend time and money thinking about how to communicate with and train them.  They were proud of the  standard of care in their homes.  I went away chastened that I had bought into the stereotype too.

I’ve  thought of them again recently: when the debate started about whether the public sector should bail out the failing private provider Southern Cross; when the row over the private Castlebeck  home blew up; and when I read an interview with the magnificent Diana Athill in today’s Guardian under the heading “You can’t make money out of old people“.

Athill has lived in a care home she describes as “a dream” for more than a year and it does sound idyllic.  Crucially, in her opinion, her home is run as a not for profit Trust rather than a business required to clear a profit for shareholders.

You can believe as I do, and as my workshop showed, that not all private care homes are Castlebecks, that not everyone who works in the private sector  is a rapacious monster, and not everyone who works in the public sector is a selfless angel.  You can argue that the cost of providing high quality care for a rapidly aging population is  too high to be met out of general taxation alone.  But if your prime concern is to ensure that older people have a dignified, safe, comfortable home in which to see out their final years it’s hard to argue with Athill when she says:

You don’t set up an old people’s home as a private company unless you think you’re going to make a profit.  You can’t make a profit out of old people … Where need is serviced by the third sector it is civilised.  When it’s serviced by people trying to turn a profit, it’s not … If life is miserable in the main tranche of care homes, it is because the private sector is unsuited to this work.

On the outside looking in…

… at the people on the inside looking out.

I’ve been hearing a lot from friends still inside the civil service recently.  They generally echo the Observer’s  secret diarist who noted a slump in morale and a Wacky Races -style race for the exits in his piece on Sunday.  Those who can (the able ones,  the ones with a good shot of getting a job elsewhere – the ones you wouldn’t want to lose) are moving hell and high water to get a job on the outside before the real unpleasantness starts and the competition becomes  more intense.  They are astonished by the speed and the scale of the policy changes that are being introduced and the cavalier way that they are being announced.

There are lots of reasons why civil servants might be feeling bruised – a pay freeze, cuts to redundancy packages and pension entitlements, job losses reckoned in the hundreds of thousands, being asked to impose big cuts on programmes they have worked for years on and often care passionately about.  No wonder that no-one wants to stick around.  The timing’s terrible though.  A strong civil service is vital if proposed  changes in health, education,  the criminal justice system, the administration of benefits and all the rest are going to be introduced effectively.

Let’s hope the Observer’s Man from the Ministry is wrong when he says:   A brain drain has begun and our brightest graduates have got the message that this is not a good place to be. The implications will not be felt for some time, but the results will be devastating to our society and our economy.

This also, of course, represents a challenge for the internal (and external) comms and HR functions of government departments.  Managing change on this scale while keeping all the regular plates spinning  is a highly skilled job.  I wonder if they’re going to be strengthening those teams  to help them do it?  Oh yeah, I forgot.

Thinking out loud

This is more writing therapy for me than a considered blog entry – but your thoughts and  suggestions would be very welcome…

I am about to start working on  an internal comms programme for a public body which is both security conscious and has offices widely dispersed across the country.  One of the things I’ve been asked to look at is developing the intranet and making it into a more vibrant form of cross-departmental communication.  I am convinced that the words “vibrant” and “intranet” don’t generally belong in the same sentence – no organisation I’ve ever worked for has had such a thing,  and some have sunk large amounts of money into failing to develop one.  I’ve used systems where the intranet is the compulsory first screen on everyone’s pc so company messages can be shoved in front of people as they log in, but that’s always seemed to be easily ignorable – for most people the log-on process is as automatic (and memorable) as brushing their teeth.   So, examples, please of intranet systems which really work and which can be set up and maintained with a minimum of woman-power in the back office. I evidently shouldn’t have opted out of the internal comms module on the course!

I’d love to find a way to make it a properly participatory network, but the spectre of the Virgin Facebook debacle keeps floating in front of my eyes.   With this in mind, I was intrigued to see reports of a Demos pamphlet about the impact of social media in improving collaboration within organisations.  The public sector seems to come out as mistrusting the use of social media networking tools by staff.  Admittedly the stuff I’ve seen about this is from New Zealand rather than the UK, but I find it hard to believe that the UK is more adventurous! So, is anyone aware of any innovative use of this stuff in the public sector – which preferably won’t land me on the front page of every newspaper in the country as a threat to the nation’s security?