Beeches Care Home

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

Well-led

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. At our last assessment we rated this key question requires improvement. At this assessment the rating has changed to good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

This service scored 71 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities.

Staff and people felt there was a positive culture at the service. Communication channels between people, staff and management were open and effective. The registered manager was proud of how the staff team promoted the service’s values. When asked whether there was good staff morale, a staff member said, “This is a fantastic place to work. Everybody gets on and work as a team. The morale is great.” The teamwork and good morale was echoed by many staff we spoke with.

The provider had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty.

The registered manager was knowledgeable and had good oversight of the service. Staff said the management team were supportive. When asked whether the registered manager was fair and approachable, all the staff we spoke to answered positively. A staff member said, “[Registered manager] is outstanding. If you need him, he always helps. He knows all the residents and even helps with the tea trolley.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

Policies and procedures were in place to make it easy for staff to speak up. All the staff were aware of the process to raise problems and how to contact the provider if they needed to. People and relatives were aware of the complaints policy and told us they wouldn’t hesitate in approaching the registered manager if they were unhappy or dissatisfied. One person said, “I get on well with [registered manager] and he is very approachable.”

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them.

We asked staff if they had ever experienced discrimination and no concerns were raised with us.

Staff surveys had been completed in May 2025 and although responses were few, staff were very positive. They felt listened to in meetings and commented there was a friendly atmosphere at work. Where the scoring of some questions indicated a shortfall, action had been taken to address this.

Staff had attended equality and diversity training. Staff meetings took place where everyone was encouraged to share their views.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them.

We asked staff if they had ever experienced discrimination and no concerns were raised with us.

Staff surveys had been completed in May 2025 and although responses were few, staff were very positive. They felt listened to in meetings and commented there was a friendly atmosphere at work. Where the scoring of some questions indicated a shortfall, action had been taken to address this.

Staff had attended equality and diversity training. Staff meetings took place where everyone was encouraged to share their views.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research.

The registered manager had worked hard to ensure improvements were made in areas highlighted at the last inspection. They ensured staff were supported to keep up to date with developments in best practice to ensure they were providing good quality care. A staff member said, “[Registered manager] is fantastic. He leads by example, is honest and keeps us up to date with everything we need to know.”

The registered manager was committed to learning and improving care not only at Beeches Care Home but the wider community. They had recently attended a focus group on managing delirium in a care setting. Their contribution had been acknowledged by the facilitator who commended the registered managers insights, experience and reflection which would help understand and shape support needs in care settings moving forward.