Scottish Autism
Happiness score is 41 out of 100
2.0 out of 5 stars.
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What would you suggest Scottish Autism management do to prevent others from leaving?

12 answers

  • Offer better incentives to experienced staff, staff who have worked there for years who get the same pay as someone who walks through the door with no experience what so ever, offer another system in place of pay and development to give new staff something to work towards and hopefully produce more professional competent staff if they meet their next pay increment,

  • Support, more staff, better rota organisation, feeling valued and listened to. All the things that should be standard in this line of work

  • Stop bullying and intimidation from SAP's.
    You get told quite frequently "I am you manager etc etc"

    The majority of workers are actually older than their managers and still get spoken to like a child.

  • Fire the senior management team as they are a bunch of incompetent corrupt bullies

  • Provide actual support to their employees, respect confidentiality rules instead of telling other staff confidential health information. Furthermore, being more direct and open about matters with staff there is an extreme atmosphere of intimidation that cannot be alleviated until managers stop refusing to speak about important issues in the day to day work such as issues staff have with training, equipments, policies and procedures. There is no open door policy, complaints made to HR are often ignored with little to no action even when an investigation takes place. If they want to keep good staff they have to be more critical of who they hire as bullies and malicious people get away with awful behaviour on the job because disciplinaries, reporting or firing them would make it too difficult to get shifts covered and that's all they care about is having the shifts covered. If you or anyone you know has a member of family in care with Scottish Autism, pull them out, your funding is better anywhere else, they will not be providing adequate care I guarantee you.

  • Definitely fire the manager from Alloa, who has left herself a 5 star review, but every employee has left 1 star 😂

  • Have exit interviews with ALL staff who are planning on leaving and try to establish why there is such a high turnover. I only worked there for a few months as the rota was constantly being changed, management spoke to me in a rude and intimidating manner. If you challenged or asked questions you were spoken to rudely. My Rota was constantly changed I had a 3 month old at home and I asked if I could start my shift an hour later and I got threatened with a written warning. No flexibility on their part but expected you to be flexible. I was a driver so expected to do shifts in Helensburgh and then Kirkintilloch on the same day.

    Management have an authoritarian approach, please for the sake of the service users, train managers better, offer a better work life balance and be more flexible as talented, caring people will leave if you. Encourage communication with staff, management and service users. The high turn over of staff is a massive issue for service users. How many staff last longer than a year? Why is this? Its senior managements job to find this out. The service users deserve better.

    I will not name names but I worked in Glasgow and was based in the office in Abercrombie st.

  • Be much more supportive.

  • Treat staff like people who have difficulties in their life and don’t just see them as someone to fill in the hours, I saw massive amounts of breakdowns from staff in the Lanark service(the Redding’s) and management were not interested in the slightest. If someone is struggling making shifts, do everything you can to help them and don’t treat them like they are pointless and are easily replaced. 80% of the staff don’t enjoy working there.

  • Be fair, which they are not

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