Audio Coursesby JellypodLesson 11 of 26
Overview
Will, EnableUs Community: Hey everyone, welcome back to the EnableUs Community Podcast. I’m Will, and I’m here with Winter. Today, we’re diving into something that, honestly, I think gets overlooked way too often—hiring staff who actually align with your participants, not just on paper, but in real life.
Winter, EnableUs Community: Yeah, hi everyone! I think you’re spot on, Will. Like, technical skills are important, sure, but if someone doesn’t fit with your team’s culture or your participants’ values, it just doesn’t work. You can have the most qualified person, but if they don’t connect, outcomes just aren’t the same.
Will, EnableUs Community: Exactly. I mean, I’ve seen it firsthand. There was this one participant—let’s call her Sarah—who’d had a few different support workers, all technically great, but it just never really clicked. Then we matched her with someone who shared her core values, like, they both really valued independence and creativity. Suddenly, Sarah just flourished. She was more engaged, more confident, and honestly, it was like a different person.
Winter, EnableUs Community: That’s such a good example. And it’s not just about matching personalities, right? It’s about building a team where everyone’s on the same page about what matters—like putting participants first, respecting their choices, and actually listening. When you get that right, you see fewer complaints, less turnover, and just a better vibe all around.
Will, EnableUs Community: Yeah, and on the flip side, you can spot red flags pretty early if you’re paying attention. Like, if someone’s dismissive of participant preferences, or they’re all about “I know best” instead of working together, that’s a big warning sign. Or if they’re just ticking off tasks and not building relationships, it’s not gonna work long-term.
Winter, EnableUs Community: Totally. And I think sometimes people get “cultural fit” mixed up with “everyone has to be the same.” But it’s more about shared values and goals, not just hiring clones. You want people who bring their own strengths but still align with what your organisation stands for.
Will, EnableUs Community: So, let’s talk about how you actually build those connections. One thing that’s made a huge difference for us is involving participants in the hiring process. Even just asking for their feedback or understanding their preferences—it shows you’re serious about personalised care.
Winter, EnableUs Community: Yeah, and it really boosts trust. I remember we had a participant who spoke a language that wasn’t super common in our area. We made sure to ask them what they wanted in a support worker, and we ended up hiring someone who didn’t just speak the language, but also took the time to learn about the participant’s culture. That support worker adapted their whole approach, and the rapport they built was just incredible. The participant’s family even commented on how much more comfortable and engaged they were.
Will, EnableUs Community: That’s such a good point. And when you’re interviewing, it’s not just about “can you do the job?” It’s more like, “how do you do the job?” We ask questions like, “What does person-centred care mean to you?” or “Can you give an example of adapting your support style for someone’s unique needs?” It’s about digging into their mindset, not just their resume.
Winter, EnableUs Community: Yeah, and I always listen for how they talk about disagreements or challenges. Like, if someone can’t talk about resolving a conflict respectfully, or they struggle with diversity and inclusion questions, that’s a bit of a red flag for me. You want people who are open, adaptable, and genuinely care about making participants feel safe and heard.
Will, EnableUs Community: And sometimes, you just get a gut feeling, right? But it’s good to back that up with real questions and, if possible, participant input. It’s not a perfect science, but it makes a massive difference in the long run.
Winter, EnableUs Community: So, once you’ve found the right people, it doesn’t stop there. Onboarding is your chance to really reinforce those values and set expectations. We always make sure to talk about respecting participant choices, and we share real-life stories where that’s made a difference. It helps new staff see what “good” looks like in our context.
Will, EnableUs Community: Yeah, and communication standards are huge. We’re always clear about what effective communication means here—like, it’s not just about talking, it’s about listening, collaborating, and making sure everyone feels included. We also do a lot around cultural awareness, especially since our participants come from all sorts of backgrounds.
Winter, EnableUs Community: And it’s not just a one-off thing, right? We run regular team workshops—sometimes it’s about cultural safety, sometimes it’s just sharing experiences. I’ve noticed those sessions really help keep everyone focused on putting participants first. People feel more connected, and it actually helps prevent staff turnover and participant disengagement.
Will, EnableUs Community: Yeah, I reckon those workshops have been a game changer for us. It’s like, the more we talk about our values and check in with each other, the stronger our culture gets. And honestly, it just makes work more enjoyable for everyone.
Winter, EnableUs Community: Absolutely. So, if you’re listening and thinking about how to build a team that really aligns with your participants, start with your values, involve your participants, and keep reinforcing that culture every step of the way.
Will, EnableUs Community: Couldn’t have said it better myself. That’s all for today’s episode, but we’ll be back soon with more tips and stories from the EnableUs community. Winter, always a pleasure chatting with you.
Winter, EnableUs Community: You too, Will. Thanks everyone for tuning in—see you next time!
