Ever wonder why so many early career OTs are going into private practice on their own?
Entering the world of Occupational Therapy is both exciting and daunting for early career professionals. In my role as a clinical director, I’ve seen many new OTs transition from education to practice, or even from their first job to their second. Their journey is marked by passion and enthusiasm, but also a significant learning curve. I have networked with early careeer OTs and have found that all to often they havent been supported, coached and mentored as they should have been. Often this is due to being treated more as a commodity than a valuable member of the team. Employers too often take the approach of 'what can you do for me/us?', rather than being proactive around the opposite position of 'what can I/we do for you?'.
Unfortunately, so many early career OTs are forced to work with no support or mentoring from their employer, that they get used to doing it all on their own, and some even start to believe they have the core competencies to go out on their own. This leads to stagnation of skills, sub-par service provision and overall disatisfaction in the profession.
It’s our role as employers to ensure that their transition from higher education to practice, or between jobs in the early years is as smooth and supportive as possible, and that we guide early career OTs to become exceptional practitioners so that when it is time for them to go out on their own, they are ready and prepared to do our profession proud. Here are some ideas from my expirience that may help:
Understanding the Needs of Early Career OTs
1. Comprehensive Onboarding:
New OTs require a thorough introduction to the workplace, including understanding organisational values, policies, and client demographics. Onboarding should be structured yet flexible, providing them with the resources they need to hit the ground running. A clear orientation plan that includes job shadowing and hands-on experience with supervision can make all the difference in setting them up for success. Also, having all the induction information in one place (such as using programs like Tranual, or perhaps a Google Site) can be really helpful for keeping all this organsied and easily updatable.
2. Mentorship and Support:
Mentorship is crucial for early career OTs. Having a seasoned professional to guide, support, and provide feedback is invaluable. A mentor offers practical and honest advice, shares insights, and acts as a sounding board for ideas and concerns. This relationship fosters confidence and encourages professional growth, which is essential during the early stages of their careers. A good mentor remains very conscious of monitoring stress, overwhelm and burnout and to guide them through the inevitable feelings of Imposter Syndrome.
3. Opportunities for Professional Development:
Early career OTs are eager to learn and grow. Providing access to continued education, workshops, and training opportunities keeps them engaged and up-to-date with the latest practices in the field. Your mentoring and supervision will be their most influential PD opportunity. Investing in their professional development not only benefits them but also enhances the quality of care provided to clients.
4. A Supportive Work Environment:
A positive and supportive work environment is essential for retaining early career OTs. Encouraging collaboration, open communication, and team-building activities helps create a sense of belonging. Public recognition and celebrating achievements, no matter how small, boosts morale and motivation.
5. Realistic Caseloads:
Balancing and curating caseloads is critical. Overloading early career OTs can quickly lead to burnout, while underloading can stunt their growth. It’s important to assess each therapist’s capacity and adjust their caseloads accordingly, ensuring they have a diverse range of cases that challenge and develop their skills without overwhelming them.
6. Clear Pathways for Advancement:
Early career OTs are often motivated by opportunities for advancement. Providing clear pathways for career progression, such as leadership roles, specialisation, or involvement in research, can inspire and retain talented professionals. Discussing career goals and setting achievable milestones helps them envision a future with the organisation.
Addressing the Challenges
Early career OTs face several challenges, including adapting to the workplace, building confidence, and managing their time effectively. Employers can support them by offering:
• Regular Check-ins: Schedule regular meetings to discuss progress, challenges, and areas for improvement. This open dialogue ensures that they feel supported and valued. Always balance feedback on things they need to improve with positive feedback acknowledging their progress.
• Work-Life Balance: Encourage a healthy work-life balance by offering flexible working hours and promoting self-care. This approach helps prevent burnout and ensures that therapists remain passionate and committed to their work.
• Access to Resources: Ensure that early career OTs have access to the necessary tools, equipment, and technology to perform their roles effectively. A well-equipped workplace allows them to focus on providing high-quality care.
Conclusion: Building a Bright Future Together
Early career occupational therapists are the future of our profession. By understanding their needs and providing a supportive and nurturing environment, we can help them thrive. It’s an investment in their future and the future of our clients and the wider community.
If you’re an early career OT looking for a place where you can grow, learn, and make a difference, we invite you to explore our job opportunities at Collaborative Partnerships. Visit our Work With Us page to learn more and apply today (flexible working options and relocation bonuses available). Together, we can build a brighter future for everyone.
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