Inspection routines within local government play a crucial role in maintaining standards and ensuring accountability. However, these inspections have far-reaching implications beyond compliance and performance metrics.
Over the last 11 years, I have seen both the positive and negative impacts that Ofsted's inspection framework has on children's services and the profession. Last year, the Care Quality Commission (CQC) started inspections in adult social care, and we are already seeing a similar trend, impacting mental well-being, the workplace atmosphere, and how the profession is viewed.
Although these inspections are essential for maintaining standards and driving improvement, they can also bring challenges that affect the day-to-day environment and dynamics within teams, resulting in a direct impact on talent attraction, retention and development, which carries a risk to the long-term improvement of services across the country.
Understanding and reflecting upon these unintended consequences is key to managing the challenges of following regulations while maintaining a positive, psychologically safe and supportive work environment. All things that will positively affect the experience of service users.
Regular inspections can induce considerable stress and anxiety among staff. The constant pressure to perform at optimal levels and the looming fear of potential negative outcomes create a high-stress environment. This pressure can lead to burnout, decreased job satisfaction, and overall diminished mental health. In many cases it is leading to aspirant talent questioning whether they want to take on the role of directors of children's services or directors of adult social services (DASS).
Understanding and addressing these implications is vital for fostering a healthier, more supportive workplace culture, and one that nurtures talent for the future.
The way inspections are conducted, and their outcomes, can influence how the public perceives the profession of local government. Transparent, fair, and constructive inspection processes can enhance trust and confidence in the community, demonstrating a commitment to accountability and high standards. On the other hand, overly disciplinary or opaque inspection routines can damage public trust, casting local authorities in a negative light.
Maggie Kufeldt, an experienced DASS and now interim director of housing transformation at Salford City Council, emphasises the importance of balanced and constructive inspection processes in shaping public perception: ‘One of the challenges for me is that adult social care isn't well understood and what people do know about is abuse in care settings, lack of funding, no care cap being in place and the workforce challenges. These are all serious and significant but cast a shadow over the positive impact social care at its best can have on the lives of people. At its best it builds on the strengths people have, identifies opportunities and brokers relationships, care and support that can transform lives. Regulation and assurance have been missing for too long in adult social care and I welcome its return so we can shine a light on the great stuff and put a focus on the areas that need to be strengthened.'
The negative perception and resulting pressure that can arise from a poor inspection impacts the long-term talent agenda. It causes many to reflect on their aspirations to be a DASS or DCS; it influences the decisions of those thinking about entering the profession and of those in middle management positions about their desire to stay in the sector. To counteract this, it is essential to address these concerns by providing support. This can come in many forms, from Local Government Association peer support to Association of Directors of Adult Social Services and Association of Directors of Children's Services networks, and, in some instances, by hiring extra capacity to act as a sound board and offer specialist knowledge.
We spend a lot of time supporting people at all levels as they think about career progression and what they want from work. Highlighting the rewarding aspects of public service and the opportunity for making a positive impact helps attract and retain talent, ensuring the sector remains vibrant.
Despite the challenges, inspections can be beneficial. They highlight areas for improvement and recognise good practices. Embracing inspections as opportunities for growth can enhance service quality; inspections can also recognise good practices and achievements, boosting morale and reinforcing a positive work environment.
By embracing inspections as opportunities for growth rather than just as evaluations, local authorities can enhance their quality and demonstrate their commitment to continuous improvement. This positive approach can also help improve any future recruitment efforts, attracting candidates who value a culture of excellence.
Inspections can significantly impact recruitment in both positive and negative ways. On the positive side, inspections can reveal the necessity for the addition of capacity into the system to reduce workloads and plug skills gaps. They can serve as a catalyst for hiring more qualified professionals to address identified areas for improvement. By adopting a positive mindset from inspection findings, it can help organisations attract ambitious leaders who value continuous improvement and development.
On the negative side, the stress and pressure associated with inspections may deter potential recruits, particularly those who are apprehensive about working in a high-stakes environment. The rigorous nature of inspections can create a perception of a challenging work atmosphere and a toll on their mental health which might not appeal to everyone.
However, those who have successfully undergone inspection processes in the past bring valuable experience to the table. Their ability to manage high-pressure situations and achieve positive outcomes makes them attractive to prospective employers. This experience indicates resilience and a proven track record of thriving under scrutiny, qualities that are highly desirable in any work environment and on the flipside, those that haven't been through an inspection process but take learning from peers and others, will find they can be just as well positioned to lead services successfully.
Ultimately, the impact of inspections on recruitment depends on how they are perceived and managed within the organisation. Local authorities that view inspections as opportunities for growth and improvement are more likely to attract candidates who share those values and are eager to contribute to a culture of excellence. A focus on creating a supportive environment can turn the challenges of inspections into opportunities for building a stronger team.
The presence of regular inspections can also shape the broader organisational atmosphere within local government. While inspections aim to uphold high standards, they can sometimes foster a culture of scrutiny and distrust. Staff may feel continuously monitored, leading to a reduction in morale and engagement. On the other hand, when managed effectively, inspections can promote a culture of continuous improvement, encouraging staff to take pride in their work and strive for excellence.
As Liz Bruce, an experienced DASS observed: ‘The immediate pressure a DASS and team might feel when they see the CQC notification arrive at the council could be overwhelming. Taking the whole process as a positive opportunity to both present the adult social care strengths and acknowledging the areas for development in a professional and transparent way alleviates that sense of pressure. Approach it as a professional partnership with the regulatory body, welcome their assurance and use it as shared learning.'
The way senior leaders respond to inspections can influence the entire team. Effective leadership can mitigate stress and promote a positive atmosphere. It is important that leaders support their teams, fostering resilience and readiness for inspections to ensure the team remains focused and resilient. Effective leadership is vital for recruitment, retention, and overall service performance, as it ensures staff feel safe and supported, leading to improved services for end-users. A supportive and well-managed environment significantly boosts employee retention.
Inspections within local government are essential for maintaining high standards and accountability. However, they also have implications that extend beyond compliance, affecting mental well-being, workplace dynamics, and the perception of the profession. Understanding and addressing these impacts is crucial for fostering a supportive and positive work environment.
While the high-pressure environment may deter some potential recruits, it can attract ambitious individuals seeking a culture of continuous improvement and development. Executive recruitment companies can play a key role in this process by helping local authorities attract and recruit talented professionals who are well-suited to handle the demands of these roles. By identifying leaders with the right skills and resilience, we can ensure that the workforce is equipped to thrive in high-pressure environments, ultimately contributing to a more effective and motivated team.
Inspections should be embraced as a catalyst for improvement rather than merely a tool for evaluation. By adopting a balanced approach, local authorities can enhance service quality, boost morale, and demonstrate a commitment to continuous improvement, ensuring a resilient and effective public sector that benefits both employees and the communities they serve.
Nik Shah is Associate Director at Tile Hill
