Staff are the most valuable asset that any setting has. If you are not maximising their potential, then you are not maximising the potential of the setting. The potential of any member of staff should be identified at induction and should be part of the two-way conversation, where staff can discuss their aspirations and the manager can match these to the ethos and strategy of the setting.
New challenges for staff can be identified in two ways, either by the practitioners themselves or by the manager. First of all, let's consider identification by the practitioners themselves. Supervision meetings are an ideal opportunity to discuss new opportunities and challenges for staff, to stop them feeling as if they are doing the same thing again and again. Occasionally this does not come to light until the appraisal meeting, when the staff member raises it as part of their action plan. In either case, these meetings are an ideal time to compare the long-term aspirations of staff with the strategic plans of the setting.
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