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Finding the Right Support

Finding the Right Support

Finding the right support: 

Be Clear on Your Needs: 

  • Identify what you need (essential requirements). 
  • Consider what you might like (additional preferences). 
  • Think about what you would love (ideal qualities).

Essential Requirements: 

  • Driver’s license. 
  • Ability to communicate via texts. 
  • Respect for your family’s culture and practices. 
  • Willingness to learn how your family member communicates 

Additional Preferences: 

  • Experience collaborating with disabled individuals (or not). 
  • Relevant qualifications. 
  • Comfort and rapport with you and your family member. 

Ideal Qualities: 

  • Connections to relevant people or places. 
  • Excellent communication skills. 

Choosing a support worker is indeed a significant decision, and your insights are incredibly helpful. Let us dive into those “Six C’s” and explore how we can practically assess them: 

  1. Competence: This refers to the person’s ability to perform the tasks required. Consider their relevant skills, experience, and qualifications. Did they demonstrate competence during any trial tasks or interviews? 
  2. Caring: Observe whether the person genuinely cares about the well-being of your family member. Do they show empathy and compassion? Are they attentive to your family’s needs? 
  3. Compatibility: Think about how well the person fits into your family dynamics. Are they comfortable with your family’s routines and communication style? Do they share common values? 
  4. Cooperation: Assess their willingness to work collaboratively. Are they open to feedback and willing to adapt? Cooperation is crucial for a successful caregiving relationship. 
  5. Communication: Effective communication is essential. Did they actively listen during conversations? Can they express themselves clearly? Good communication ensures everyone is on the same page. 
  6. Commonsense: This one often relies on intuition. Observe their problem-solving skills, adaptability, and ability to manage unexpected situations. Common sense helps navigate daily challenges. 

Remember, it is not just about what they say but also what they do. Trust your instincts—they often provide valuable insights. And those practical cues, like arriving on time or having necessary paperwork, matter too.  

Let us delve into the important skills to consider when selecting a support worker. These insights come directly from carers and whānau who have navigated this process: 

Building Trusting Relationships: 

  • Establishing trust is crucial. Consider what “trust” means to you and explore how the support worker defines it. 
  • Confidentiality matters, especially if they will be in your home. Discuss their experience maintaining confidentiality in previous roles. 

Effective Communication: 

  • During interviews, observe their communication style. A relaxed, two-way conversation provides insight into compatibility. 
  • Ensure your communication approaches align. 

Compatibility with Your Family and Home Environment: 

  • Assess whether they are a good fit. Discuss common situations and how they would manage them. 
  • Observe their interactions with your family member, siblings, friends, and the home environment. 

Understanding Disability: 

  • Depending on your situation, consider whether specific disability-related skills are essential. 
  • Some prioritize trust and adaptability over specialized skills. Clarify your expectations. 

Flexibility: 

  • Change is inevitable. Can they adapt to different schedules or unexpected situations? 
  • Some candidates may have clear limitations (e.g., nights or school holidays). Understand their flexibility. 

Interviewing Tips: 

  • Conduct in-person interviews. 
  • Describe your family and child first to break the ice. 
  • Include the person you care for in the process. 
  • Ask questions about real situations for revealing answers. 

Sample Interview Questions: 

General Open Questions: 

  • “Tell me about yourself.” 
  • “Describe your experience working with children/disabled people.” 
  • “What makes you the right fit for this role?” 
  • “What are your interests?” 
  • “How do you manage conflict?” 
  • “What questions do you have for us?” 

More Focused Open Questions: 

  • “If my child needs emergency medical attention, what steps would you take?” 
  • “How would you manage it if the person I care for refuses to do something?” 
  • “What are your available work hours? What about holidays and weekends?” 
  • “How should we address disagreements?” 

Specific Questions for Support Workers: 

Special Training and Experience: 

  • Ask about any specialized training they have received (e.g., first aid, CPR) and relevant experience. 
  • Inquire if they are willing to undergo a police check. 

Asking Questions Without Bias: 

  • Phrase questions in a way that does not lead them toward a particular answer. 
  • For example, instead of stating your opinion (“I think all disabled people should have some paid or voluntary work during the week”), ask an open-ended question: “What are your thoughts on work opportunities for disabled individuals?” 

Does All the Information Add Up? 

Reference Checks: 

  • Seek permission to contact two groups: 
  1. Previous employers or families for which they have worked. 
  2. People who know them well (friends, mentors) and can provide insights into their strengths and challenges. 
  • Ask questions like: 
  1. “Tell me about [their name].” 
  2. “What concerns might you have about [their name] working in a home environment?” 
  3. “What are [their name]’s strengths?” 
  4. “What might [their name] find difficult?” 
  • Trust your instincts—sometimes your gut feeling matters more than everything seeming fine on paper. 

Supervising a Support Worker: 

Establishing a Good Working Relationship: 

  • Clearly communicate your expectations from the start. 
  • Allow time for the support worker to get to know your family member and meet other whānau members. 
  • Discuss specific tasks (e.g., assisting with eating, mobility, toileting). 

Documentation: 

  • Some whānau create a book (clear files) outlining tasks, routines, likes/dislikes, and emergency procedures.  
  • Diaries or text/message systems help record daily events, ensuring important information is shared and reducing lengthy handovers. 

Training and Confidence: 

  • Show the new staff person how tasks should be performed until they feel confident. 
  • Consistency matters—clear communication and expectations prevent later adjustments. 

Feedback and Recognition: 

  • Provide prompt feedback if there are performance issues. 
  • Recognize good work. 
  • Maintain open communication. 
  • When its open communication is key.  
  • If you find their job performance lacking or if safety concerns arise, do not hesitate to address it.  
  • Remember, you are not just hiring a worker; you are ensuring the best care for your loved one. If needed, explore other options until you find the right fit.  
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