We are serious about the development of our people. Why? First of all, we know it’s a reason why great people join and stay at GHG – to further their professional careers and to play a vital part in the successful delivery of high-quality service to our patients. Secondly, it makes sense for us to have a team of people who enjoy their work and feel they have all the skills they need to do their job to the best of their ability.
Here is a little more detail about our approach to developing people at BMI Healthcare
Of course we all know that some of the best learning takes place on the job. So in a business that’s growing and evolving, there are always opportunities to learn and develop. We want people who come and join us to have a huge appetite for being innovative, raising the bar and pushing themselves to try things they have never thought to do before. If this is what development means to you, then have a look at the current opportunities we have.
Your first few days set the tone for things to come. That's why we put so much effort into giving people a warm welcome to their career with us. No matter which area of the business you join, you’ll receive an induction that will help you settle into your team, give you a feel for what your role will involve and leave you feeling passionate, inspired and excited about your career with us.
BMI Healthcare’s training programmes
To support all employees to develop their skills, knowledge and behaviours including working towards relevant, valuable qualifications we launched a suite of national training programmes that have been designed to develop core skills and behaviours in key areas including management, nursing and customer service. These are complemented by locally available courses to meet specific individual needs.
Great feedback is such a simple and effective way for people to develop and here we ensure people receive useful feedback in a number of ways.
Everyone can expect regular one to ones with their manager to discuss progress against objectives, share feedback and get some help if it’s needed.
In October, we set objectives that define what each person needs to do to be successful in their role. In March, every person has a performance review and gets detailed feedback on their performance in their role. It's also an opportunity to discuss development areas in detail.
Part of these discussions involves you and your manager working together to agree development commitments - the things you are going to do to raise your game.
Through identifying and developing the talented individuals who work here, we can ensure that GHG truly is ‘a magnet for the best’, able to attract and retain the best people now and in the future.