Featured

Five tips to make your workforce more resilient

Resilience at work is an important trait for individuals to possess, whatever their role or seniority. It can be defined as a person’s capacity to respond to pressure and the demands of daily life. In short, resiliency affects our ability to ‘bounce back’.

At OneWorkforce, we believe that resilience should not be seen only as the ability to survive rising workloads and stress, but instead, we should be creating workplaces that feel safe, promote joy and wellbeing, and offer the right work/life balance for everyone.

At work, resilient people are more likely to adapt to the demands placed upon them, especially where those demands might require them to be dealing with constantly changing priorities and a heavy workload.

Caroline Richardson, Learning and Development Director at OneWorkforce, has given her five top tips to improve resilience:

  1. Staff Happiness. Looking after your employees is crucial for the overall success of your business. Numerous studies have shown that the happier your staff, the more productive they are. As most people spend a lot of time at work, it’s important to provide an environment which is positive and suits everyone’s needs. Regular staff surveys, which can be anonymous, help to measure employee happiness and engagement in an honest and easy way.
  2. Decision making. Engage staff during the planning phase and establish clear points for staff discussion and input, involving staff in changes that affect them and seeking their input in decisions where you can, allows you to factor in their views. Remember that your team members have a close knowledge of your systems and processes and may have valuable suggestions to make. By engaging with staff and enabling them to have input into decisions, it can make them much more open to change.
  3. Flexible working. Employees are now expecting a work environment in which they can balance their work and home life. With the NHS facing a once-in-a-generation staffing crisis, many employees have cited work-life balance as the primary reason for it. However, just because we are in the healthcare sector, doesn’t mean employees can’t benefit from flexible working. You could organise for your staff to do their telephone appointments from their own home, or carry out compressed working weeks– where an employee works their full contracted hours compressed into fewer longer days.
  4. Working together. One of the biggest factors that contribute to the success of any workforce is whether or not its employees are able to perform together as a team. Working in teams enables employees to be quicker and more effective in their work, compared to people who work on projects on their own. Collaborating also makes employees more responsible, which goes a long way in raising their motivation levels. This also helps to utilise the variety of skills from across the team and promotes skill sharing as well as ultimately benefiting the company.
  5. Health and Wellbeing. Ensuring your employees have a good work/life balance and a positive outlook is essential in order to be resilient. Make sure you take responsibility for the health and wellbeing of all your employees and give them the tools they need to tackle any challenge the job might throw at them through relevant training.

OneWorkforce offers a range of training courses from improving wellbeing to dealing with serious complaints, visit here for more information: https://www.eventbrite.co.uk/myevents/

Featured

Supporting care providers with GDPR compliance

How do you store the personal data belonging to your employees? Are you GDPR compliant?

OneWorkforce were asked to conduct a review of William Merritt Disables Living Centre’s personal data management, in line with the EU General Data Protection Regulation (GDPR) changes which came into effect on 25 May 2018.
The scope of the project  focused on employee data and specifically the storage, access, maintenance, retention and disposal of such information, with the outcome being a list of recommendations and next steps to enhance compliance with the GDPR regulations.

A member of our OneWorkforce team conducted a site visit to audit the processes for handing and storing of personal data,  and then back at our One Workforce HQ they analysed the existing policies and processes relevant to the collection, maintenance and disposal of employee personal data.

The formal outcome report, toolkit and recommendations helps to demonstrate compliance to regulators such as the Care Quality Commission, and commissioners such as CCG’s and NHS England.

If you are interested in arranging a GDPR personal data review please contact us at enquiries@oneworkforce.co.uk

 

 

 

Featured

Primary Care Network Support

The GP contract reforms announced in February 2019 set out the ambition for CCGs and NHS England to actively encourage every practice to be part of a local primary care network by July 2019.

Primary care networks will be based on GP registered lists, typically serving natural communities of around 30,000 to 50,000. They should be small enough to provide the personal care valued by both patients and GPs, but large enough to have impact and economies of scale through better collaboration between practices and others in the local health and social care system.

OneWorkforce are able to provide hands on support and guidance to Primary Care Networks. We help to facilitate change,  enabling practices to come together as a PCN to focus on improving productivity and reducing workload pressures.

We’ll help you to develop a shared vision, identify the benefits of collaborative working for your locality and help to overcome differences, reaching a consensus to drive forward outcomes as a network.

We’ve been working with PCN’s across the North of England, helping to develop membership structures, risk registers, action plans and funding streams. We facilitate early meetings, bringing together practices and leading meaningful discussions to deliver key outcomes.

For more information about how we can facilitate networks in your area contact us at enquiries@oneworkforce.co.uk

Featured

We’re recruiting Associate Trainers!

The opportunity

At OneWorkforce, we believe that training and development should be fun, engaging and deliver positive outcomes for our clients. As our reputation and our client base grow, we are looking to strengthen our existing team with Associate Trainers.

You will be delivering OneWorkforce training modules as part of our team on a. We will equip you with the skills and tools, you just need to bring your passion, enthusiasm and experience!

About you

You will be an experienced trainer with a good knowledge of Primary Care. Ideally you will have experience in delivering a range of NHS Mandatory and Statutory training (MaST) modules and be Level 3 accredited in each area.

You will be passionate about sharing your knowledge and experience through educating others. You will have the confidence to deliver group workshops and individual sessions, and be flexible and able to adapt to the needs of our clients.

Above all, you will be interested in exceeding expectations through well designed and engaging training that delivers sustainable change and demonstrable learning outcomes.

What you’ll need

  • A passion for sales and training
  • A proven track record in delivering training
  • A high standard of delivery and facilitation skills, demonstrating energy and credibility
  • Kudos, gravitas and presence
  • A desire to help get clients the best results
  • A growth mindset, with the desire to constantly learn and adapt new skills and ideas
  • Agile and adaptable to different situations
  • Excellent verbal and written communicator

Who we are

We are a national training provider with over a decade of experience in delivering healthcare in some of the country’s most challenging locations.We know first hand that having a highly skilled, confident and capable workforce is critical in a healthcare setting. Our team are here to support care providers in shaping,  growing and up-skilling their workforce to meet today’s challenges head on.

Find out more

Please email your CV and any relevant information to the email below or get in touch to arrange an initial discussion about how we could work together.

Contact: Caroline Richardson

Email: caroline@oneworkforce.co.uk

 

Featured

Come and see us at Management in Practice in London!

We’re delighted to be attending the Management in Practice conference on 27th September 2018. If you’ve not yet registered there is still time to claim your free place by visiting http://www.managementinpractice-events.co.uk/london/

The conference is being held at Olympia in Hammersmith and is open all all who are interested in attending.

Uncover how successful Practice Managers are improving the efficiency of their practices through first-hand, peer-led case studies. Hear expert advice from industry leaders on how to address the biggest challenges facing Practice Managers today and explore the exciting opportunities on the horizon. Plus attending the event will ensure that you remain up-to-date with the latest developments in policy and technology to anticipate and meet the future needs of your staff and patients.

So come listen to our speaker session and visit us in the exhibition hall and talk to one of our team!

 

Featured

Standing Room only at Management in Practice

Last Thursday Caroline took to the stage in Manchester at the Management in Practice conference. She was joined by a range of expert speakers delivering sessions covering a variety of topics, including HR, IT, legislation, finance and motivating staff.
The OneWorkforce session explored two of the biggest challenges faced by Primary Care – recruitment and retention of the workforce. Caroline gave an overview of how to model services based on clinical need rather than patient demand and how, using patient presentation data, we can built a multi-disciplinary team designed to meet the specific needs of our service users. She shared examples of how Personal Trainers and Patient Advisors have been integrated into the Primary Care team in practices across the country and gave examples of the patient outcomes achieved through embracing a non-traditional workforce model.

MDT presentation graphic (2)

With standing room only the session received the highest attendance rate of the day with enquiries from federations and practices across the North West looking for help to shape their workforce and improve recruitment and retention strategies.

If you missed us don’t worry! We’ll be exhibiting across the country later in the year, or you can contact Caroline directly for more information by emailing Caroline@oneworkforce.co.uk

Featured

Join us on 10th April 2018 as we talk about Appraisals and Performance Management

Are you a new manager looking for some advice on guidance on how to conduct your first set of appraisals with your team?

Are you an experienced manager looking to brush up your skills on managing poor performance?

If so this session is perfect for you! Join us on 10th April 2018 at Westgate Surgery in Otley, Leeds we walk through the performance cycle of an employee looking at how and when to review performance, maximising engagement and productivity. It looks at how to plan for an effective performance review and provides attendees with techniques to deliver feedback, set objectives and tackle those challenging team members.

Contents includes;

  • Understand the benefits of giving and receiving feedback
  • Be familiar with techniques for delivering feedback
  • Be able to describe what makes a good performance review / appraisal
  • Prepare for and structure the meeting appropriately
  • Structure your questions to get the most from the review
  • Dealing with challenging behaviours
  • Setting SMART objectives
  • Understand how to tackle poor performance

This training session is great for new line managers who are looking for tips on how to approach reviewing the performance of their team, and for experienced managers who are looking for some fresh new ways in which to approach appraisals.

 

The session will run from 9:30am – 1:00pm with light refreshments provided. All delegates will receive hard and electronic copies of slides and handouts in addition to a certificate of attendance, all for the price of £65 per person!

To book your place email Caroline Richardson at Caroline@oneworkforce.co.uk

Featured

Management Skills for Beginners and Experts – NEW DATES AVAILABLE!

 

Are you a Practice Manager looking to sharpen your skills in absence management? Or are you a Head Receptionist looking for some training to help you develop essential management skills? Or perhaps a Business Manager or Partner who is faced with leading your team through change or a restructure? Well look no further! OneWorkforce are facilitating workshops across the region to help managers at all levels. Our interactive sessions combine case studies with videos, group discussions and theory based learning suitable for all.

The half day sessions run from 9:30am – 1pm and include light refreshments, hard copy and electronic copies of all course materials and a CPD certificate of attendance. Sessions are priced at just £65 per delegate.

We currently have the following sessions available;

10th April 2018 – Performance Management and Conducting Appraisals – Westgate Surgery, Otley, Leeds

18th April 2018 – Minimising Absence and Maximising Attendance – Derby Urgent Care Centre, Derby

25th April 2018 – Leading and Managing Change in Primary Care – Westgate Surgery, Otley, Leeds

9th May 2018 – Performance Management and Conducting Appraisals – Derby Urgent Care Centre, Derby

15th May 2018 – Minimising Absence and Maximising Attendance – Westgate Surgery, Otley, Leeds

22nd May 2018 – Leading and Managing Change in Primary Care – Derby Urgent Care Centre, Derby

To book your place at one of the session email Caroline at enquiries@oneworkforce.co.uk

We are also able to offer training in a range of primary care management skills including Handling Investigations and Disciplinary Matters, Recruitment Skills and Assertiveness Skills. If you’d like more information please don’t hesitate to get in touch.

 

Featured

Stakeholder Mapping with William Merritt Centre

WMDLC group

Located in Rodley, West Yorkshire, William Merritt is a charity offering impartial advice and professional assessments on a wide range of disabled and assisted living equipment. On 13th February 2018 OneWorkforce facilitated a Stakeholder Mapping Workshop for the William Merritt team consisting of Trustees, Senior Managers and employees of the organisation.

Workshop Objectives

  • To be able to define a ‘stakeholder’
  • To identify key stakeholders for William Merritt
  • To identify the benefits and communication requirements for each stakeholder
  • To identify who is best placed to develop and then maintain the relationship with each stakeholder

 

Workshop Content
Using a combination of interactive tasks, videos and group based discussions the William Merritt team were encouraged to challenge their approach to defining a stakeholder.
The team were then guided to explore future potential business opportunities in line with their organisational strategy, identifying new mutually beneficial stakeholders.
Using the OneWorkforce Stakeholder Mapping Framework and Toolkit, the team were encouraged to consider the priority of the stakeholder, the most relevant form of communication method and the most appropriate individual for managing the relationship.
The results were presented to William Merritt in a post-workshop debrief alongside a Stakeholder Tracker template to support with the next steps.

 
Client Feedback
“It was an excellent session achieving a lot .We learnt a lot about how we can prioritise and update ourselves, what we need to do. But the really nice thing was that Staff and Trustees enjoyed working together on it. Thanks again“
Professor Anne Chamberlain OBE, Chair, William Merritt

 
“Everyone enjoyed the open discussion and were very complimentary on the approach and style of the workshop. As General Manager the session was just what I was looking for and couldn’t have gone any better for me. It achieved exactly what was needed”
David Blythe, General Manager, William Merritt

To to find out more about our courses and services contact Caroline on 07929 626384 or email: caroline@oneworkforce.co.uk

Featured

Introducing the Practitioner Career Development Programme

Yorkshire-based training and development venture, OneWorkforce, has launched a first-of-its-kind Career Development Programme to help address the challenges faced by nurses and practitioners nationwide and equip them with essential management, leadership and clinical skills.

Over a 24-month period, practitioners enrolled within the ‘Practitioner Career Development Programme’ will take part in sixteen essential modules that cover soft-skills including leadership, presentation and networking skills as well as performance management in addition to a wide range of essential clinical skills.

The programme is available for newly-qualified nurses looking for their first role in a primary care environment, as well as Emergency Care Practitioners, pharmacists or registered nurses looking to return to practice or considering a change in care settings.

Caroline Day, Learning and Development Director at OneWorkforce, said: “We are very aware and have seen first-hand that having a highly skilled, confident and capable workforce is critical in today’s diverse healthcare market. It is because of this that we have designed this innovative programme to specifically build on the challenges faced by practitioners nationwide.

“We wanted to ensure that the skills being taught within the programme directly addressed the needs of clinicians across the country in an ever-changing health service. The response so far has been incredible, with our application rate seeing a 500% increase in comparison to other salaried nursing positions! It is becoming clear that there is a real appetite out there for this type of support.

“Although the programme is designed for Emergency Care Practitioners or registered nurses, we want to highlight that applications from pharmacists, MSK specialists and other allied health care professionals are also welcome.”

With NHS healthcare teams feeling the pressure with workloads increasing, budgets decreasing and patient demand soaring, OneWorkforce uses its knowledge of the challenges in healthcare and the experience and feedback of its colleagues, nationwide, to create healthcare training for GPs, nurses and Practice Managers.

The 2017/18 programme will commence in Autumn 2017 and will include a variety of training methods including classroom based facilitated presentations, case-based discussions, a delegate workbook and a reflective journal. Delegates will study new models of care whilst learning about the new roles being introduced to the Primary Care Multi-Disciplinary Teams.

Outside of the training sessions, delegates will receive protected development with their local mentor to put their new skills into practice in a safe learning environment.

Caroline said: “Due to the unprecedented level of interest we have received, we are planning to offer a second intake for the programme in early 2018. The course will be open to practitioners working for other care providers in Primary Care who are looking for structured training and development outside of their place of work. We would encourage anyone interested to get in touch.”

OneWorkforce is a Yorkshire based training provider, launched and part of OneMedicalGroup, a national healthcare provider with over a decade of experience in delivering healthcare services in some of the country’s most challenging locations.

All vacancies for the Practitioner Career Development Programme are advertised at www.nhsjobs.co.uk and can be found by searching for ‘One Medical Group’ under the employer’s category.

To discuss the course further or to arrange a conversation with one of the course facilitators, please email edwardhamilton@onemedicalgroup.co.uk or call 0113 384 3158.

Featured

Why do we insist on formalising performance meetings? What’s wrong with a coffee chat?

At a recent Performance Management training session a manager shared with me feedback they had recently received from their own manager during their annual appraisal which had left them feeling worthless. ‘I think your performance really started to drop from the end of last year. Do you remember the report I asked for back in December? Why didn’t you just do it the way I told you to do it? Ever since you missed that deadline I feel that your engagement level has dropped and during your appraisal we need to explore how we are going to address this together.’

 The question I asked the manager was this; how often do you meet with your manager to talk about your performance? The answer was as expected; ‘Once a year unless I’ve done something wrong’.

 Why do employers put so much emphasis on an annual appraisal meeting? Surely as consciousness managers when we see our colleagues excelling in their work or struggling to deliver we want to help there and then, not in 8 months’ time at their appraisal when it’s all too late?

I actively encourage managers to develop a culture whereby their door is always open and the kettle is always on. We should all strive to be the approachable manager who can always spare ten minutes of their day to provide feedback to their team, talk through a challenging situation, or give recognition for a job well done. These informal chats over coffee can be more rewarding than a two hour appraisal meeting driven by form filling and rating systems. Don’t get me wrong, annual appraisals have their place in the performance management cycle but they should be a balanced review of the year with no surprises.

Managing performance begins with delivering timely and constructive feedback and I have worked with managers using techniques such as the AID (action, impact, development) model. When recognising outstanding contributions from your team it is so easy to say ‘that was excellent, well done, thank you’ without saying why it was good or what difference it has made to the team, customer or business. The same can be said when an improvement needs to be made. So often we stress the importance of what has happened (the action) and what needs to change (the development), without explaining the effect (impact) this has had on those around them. In my experience this helps to win hearts and minds. ‘When you missed the deadline the impact on the team was…’ or ‘When you spoke to me like that it made me feel…’.  Emphasising the consequences of an individual’s actions can be a lever for changing behaviour.

Above all performance related feedback needs to be timely. Holding back until the annual appraisal is only going to result in distorted memories and ultimately the impact of the feedback is lost over time. I encourage managers to invest ten minutes a day to provide their team with meaningful feedback. If they see a change in behaviour, a dip in productivity or a drop in performance don’t sit on it! Go and tackle it head on and have that conversation. Your employee will respect you more for helping them now instead of bringing it up later in the year at their appraisal. Likewise, recognise and rewards those individuals who go above and beyond. A little thank you card under their keyboard can make a world of difference to someone’s day.

So I say use the annual performance review to reflect on the year as a whole, but open your office door, put the kettle on, and sit down with your team regularly to provide timely and constructive feedback when it matters.

15/05/17

Caroline Day

Learning and Development Director at OneWorkforce

 

Featured

New dates for Primary Care Manager Training

New dates are now available for Managers Essential Skills training sessions. The dates run from May through to October 2017 and the modules are facilitated from the Sheffield Walk In Centre. The centre is located a short walk from the city centre and train station, with parking available nearby and great public transport links.

All the sessions start at 9:30am and light refreshments are provided in addition to all course material and a certificate of participation. Each session costs £149 per person (No VAT chargeable) and delegates booking places at 2 or more sessions will receive a 20% discount on all bookings.

** Places are limited so book early to avoid disappointment **


Wednesday 10th May – Minimising Absence and Maximising Attendance

Are you looking for tips on how to manage absence in your service? Perhaps you are considering introducing a way to monitor and measure absence in your practice? Or you have a complex absence case and you’d like some confidential advice? This session looks at legislation, processes and tips for managing absence effectively, as well as providing tools for you to take back to your own workplace. Share experiences with other managers in a safe learning environment and learn from case studies in this interactive 4 hour workshop.

Module Contents:

  • Understand the importance of absence management
  • Understand how absence is measured and how to calculate the Bradford Score
  • Develop your confidence in conducting return to work interviews
  • Develop your knowledge of how to manage long term absence
  • Discuss disability discrimination and how to make reasonable adjustments
  • Explore the free support you can access as employers
  • Learn practical steps you can take to maximise attendance within your team

To book a place at this session please email caroline@oneworkforce.co.uk


 Wednesday 7th June – Recruitment Skills

The NHS is a competitive landscape when it comes to attracting, recruiting and retaining  talent. This module is designed to help recruiting managers refine their skills in creating effective job descriptions, designing eye catching adverts and choosing the right recruitment process ahead of selecting the perfect candidate for the vacancy! This interactive and engaging session is designed to meet the needs of managers who are new to the recruitment process as well as experienced managers who are looking for tips on how to improve of refresh their existing recruitment strategy.

Module Contents:

  • Understanding the importance of a detailed job description
  • Identifying essential and desirable criteria
  • Creating an advert that stands out
  • Effective recruitment and selection methods
  • Know how to screen and short list job applicants
  • Fail to plan, plan to fail – preparing for an interview
  • Developing effective questioning techniques to structure interviews
  • Active listening – are you really paying attention?
  • Learn techniques to assist you in making the final decision
  • The induction – creating a lasting impression

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 12th July – Law, Disciplinary and Grievance

Every workplace can experience employee relation issues, but when they arise are you confident that you know how to manage the situation in line with Company policies and employment law? Protecting our businesses against the threat of an employment tribunal is critical but there are some simple steps you can take to mitigate risk. This module looks at how to chair meetings such as investigations and disciplinary hearings whilst exploring challenging situations that can arise during the process. It also addresses how to mediate low level conflict in the workplace through a formal grievance process. This module is great for new line managers and for those looking to brush up their existing knowledge.

Module Contents:

  • Become familiar with and understand the disciplinary and grievance process
  • Be aware of what situations warrant investigation
  • Gain understanding of how to conduct an investigation and disciplinary hearing
  • Develop knowledge of how to effectively chair a formal hearing
  • Discuss practical issues that might arise and how to manage them
  • Gain confidence in chairing grievances and learn skills to mediate in the workplace

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 9th August – Performance Management and Appraisals

The most popular of our courses, this module looks at how to plan for an effective performance review and provides you with techniques to deliver feedback, set objectives and tackle those challenging team members. From probationary review meetings, to tackling poor performance and conducting annual appraisals we explore how to prepare and conduct these meetings with confidence.

With the use of case studios, videos and scenarios we will walk through the performance cycle of an employee looking at how and when to review performance to help maximise engagement and productivity. Handouts include examples of SMART objectives, questions to use during an appraisals to stimulate meaningful and engaging conversations and templates for managing poor performance.

Module Contents:

  • Understand the benefits of giving and receiving feedback
  • The importance of delivering balanced and factual feedback
  • Identifying what makes a good performance review / appraisal
  • Preparing for and structure the meeting appropriately
  • Structuring questions to get the most from the review
  • Setting SMART objectives aligned with your orgainisations goals
  • Learning  how to tackle poor performance with confidence

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 6th September – Assertiveness and Managing Conflict in the workplace

Employee conflicts arise in every workplace, and line managers are often responsible for diffusing the situations in an attempt to settle the matter in a quick and effective manner. If not tackled early, conflict can ruin relationships within a team, interfering with productivity and increasing employee absenteeism and turnover. This module is designed to help you gain the skills as a manager to tackle conflict through assertive behaviour. The session is aimed at line managers who are looking to learn skills that can positively impact both their management style and personal approach to managing their own workload.

Module Contents:

  • Identify passive, aggressive and assertive behaviour
  • Learn techniques and tips to help you in becoming assertive
  • Identifying common causes of conflict in the workplace
  • Techniques to tackle the root of conflict
  • Controlling your own emotions and responding to others
  • The mediation process – chairing a meeting

To book a place at this session please email caroline@oneworkforce.co.uk


Wednesday 4th October – Finance for Non-Finance Managers

n a cash strapped NHS financial control is business critical. This interactive module combines e-learning, group activities, scenarios and a facilitated session and is targeted at managers at all levels who are looking to gain a practical working knowledge of finance. Tackling jargon frequently used in healthcare finances, we look at key accounting concepts including profit and loss, income and expenditure and how to build a business case for capital expenditure.

Sharing experiences and challenges with managers from across Primary Care, this module encourages group discussions with problem solving based on real life case studies.

Module Contents:

  • Understanding of basic account concepts
  • Learn frequently used terminology
  • Understand how to read management accounts, profit and loss accounts and balance sheets
  • Learn how to analyse income and expenditure
  • Learn the importance of forecasting
  • Gain confidence in building business cases

To book a place at this session please email caroline@oneworkforce.co.uk


But don’t just take out work for it!

Practice Manager, Leeds, Dec 2016

“Excellent fun, great new insights. I now have a more comprehensive understanding of how to manage absence at my practice”.

Head of Operations South, Berkshire, Dec 2016

“Really good session. Good use of scenarios to explore and expand knowledge. Good delivery by trainer with good examples”

Practice Manager, Leeds, Feb 2017

“Really enjoy training with Caroline. She makes it easy to understand and gives us ways to remember what we have learnt.”

Regional Business Manager, Leeds, March 2017

“Excellent session. Better than previous courses I’ve attended on the same subject.”


Featured

Never stop learning because life never stops teaching

At a recent Performance Management training session a delegate shared with me feedback they had recently received from their manager during their appraisal which had left them feeling worthless;

  • “Why don’t you just do it the way I tell you to do it?”
  • “You are useless at this task”
  • “You are really unenthusiastic compared to the rest of the team”
  • “Beth is absolutely brilliant at this compared to you”

I asked the delegate if they felt this was a fair assessment of their performance over the last 12 months. Predictably it was not. Reflecting back over the course of the year the delegate had been a reliable and hardworking high achiever. Despite ten years’ service with an unblemished record, a recent change in personal circumstances had led to three instances of lateness which their manager had failed to deal with constructively.  The manager’s failure to sympathetically support their employee subsequently led to a drop in the employee’s enthusiasm and engagement, and unfortunately this was to be the focus of the annual performance review meeting.

Too often an annual review meeting is tainted by a tendency to focus on recent events. If you are only meeting with your team once a year to review their performance make sure it is a true reflection of the whole year and don’t get stuck on one area. This is your opportunity as a manager to BOOST engagement and performance. As you prepare for the appraisal think about how you can achieve this and consider using the BOOST model when delivering feedback;

Balanced – Include both positive and constructive points, don’t just focus on one

Observed – Only give examples of what you have seen the person say or do

Objective- Feedback should be factual and based on behaviours or actions, not an attack on someone’s personality.

Specific – Always use specific examples to help the individual to relate

Timely – Feedback should be given as close to the event as possible to support accuracy and impact. Don’t save it up until the next meeting.

Outside of the training session we discussed how the delegate was going to deliver feedback to their manager following the appraisal. Although this initially felt like an uncomfortable prospect, we talked through and began to script how the conversation could be handled using the AID (action, impact, development) model of feedback. Focusing on the emotional impact, how the delegate felt during and after the appraisal, was the key here. Together we found the right words to share how despondent, demoralised and disappointed the delegate felt and how they would want their appraisal to flow in the future.

Over the weekend I received an email from the same delegate. They informed me that last week they had summoned the courage to have a conversation with their manager and although they were nervous the discussion had gone well. The manager was horrified to hear how they had made the delegate feel and had reflected that perhaps they had focused too much on recent events. Together they have scheduled another performance review meeting early in the new financial year and have agreed to regular one to one meetings outside of the annual review where matters such as absence, attendance and productivity can be discussed in a timely manner. The manager welcomed the feedback and thanked the delegate for taking the time to talk to share their thoughts and feelings.

I believe that learning how to receive and handle feedback begins with learning how to deliver it. Not all managers learn their skills through qualifications, accreditation or through structured training. Many managers learn on the job. No matter where your knowledge comes from or where skills are learnt, feedback is critical. One of my favorite quotes is ‘Never stop learning because life never stops teaching’. Feedback comes from all angles but it’s what you do with it that counts. As a manager if you are not willing to receive and reflect on feedback from your team, perhaps you should question what motivates you to be a manager.

Caroline Day

March 2017

Featured

Performance Management Tips

Many of us have been in this exact situation. You join a new team and quickly it becomes apparent that the previous manager has not tackled poor performance. Standards may have dropped over a period of time and poor behaviour, for some colleagues, has now become ‘the norm’.

As a new manager it keeps you awake at night thinking about how to best tackle the problem. Maybe there is one member of the team that stands out and you want to address the problem. Our advice is keep it simple and tackle it sooner rather than later! The longer you leave it, the more difficult it will become. Break it down into a journey with steps to achieve along the way.

  1. Review the job description – So often job descriptions are left unchanged, pure as the day when the employee first joined the business! Job descriptions are the foundation of performance management. Make sure job descriptions reflect current roles and responsibilities before you start to formally manage the performance of an employee.
  2. If you don’t already have one, develop a person specification which identifies the skills and behaviours that the post holder will need to have and demonstrate. This will help you with step three.
  3. Conduct a training needs analysis – comparing the employee’s skills and behaviours to that of the person specification.
  4.  Agree on objectives to help the employee to acquire the missing skills and behaviours (consider mentoring, training and coaching).
  5. Set a Performance Improvement Plan with month by month targets and goals. Ensure that the employee agrees that these are achievable before you start.
  6. Meet on a monthly basis to review performance. (Step 6 is the step that as managers we fail at the most frequently. You’ve put in so much effort to get to this stage so don’t fall at the last hurdle!)

For more information, tips and templates why not join our Performance Management and Appraisal Skills training session. Click here for more information.

Featured

The disadvantages of e-learning in isolation

We’ve been facilitating training across the country over the last few weeks and the feedback has been fantastic! One comment we receive over and over again is “I feel like I learn so much more when I attend training sessions, compared to e-learning”.

Surveys relating to the effectiveness of e-learning are a constant source of debate amongst HR professionals. A paper published by the CIPD in 2011 supported the argument that e-learning is most effective when combined with other types of learning. In a survey conducted by the CIPD 93% of the 11,562 participants believed that their learning experience was improved when adopting a blended approach using visual, auditory and kinesthetic methods to engage with their delegates.

elearning

That’s why at OneWorkforce we put the emphasis on facilitating training to make it fun, interactive and enjoyable. Ditch the e-learning and book training that your team will really learn from!

 

 

 

Featured

New course dates added!

New course dates have been added for Leeds, Derby and Sheffield areas.

We are delivering open sessions, kindly hosted by OneMedicalGroup. These events are open to anyone and tickets can be purchased by emailing caroline@oneworkforce.co.uk, completing our enquiry form, or by visiting the OneWorkforce page on Event Brite.

The following training dates are currently available;

  • 30th March 2017

Minimising Absence and Maximising Attendance, Otley, Leeds

  • 18th April 2017

Minimising Absence and Maximising Attendance, Derby

  • 26th April 2017

Performance Management and Conducting Appraisals, Derby

  • 3rd May 2017

Law, Disciplinary and Grievance Training, Sheffield

  • 11th May 2017

Law, Disciplinary and Grievance Training, Otley, Leeds

New dates are released each month so visit us again soon! If none of the above dates meet your needs then contact us directly to discuss more options.

Featured

Focus on: Managing absence

Managing Absence is a new module which we’ve added to support you in successfully  managing absence in the workforce. 

The module lasts 4 hours and can be organised for small groups of between 3-15 staff.

Why is absence management so important?

Effective absence management involves finding a balance between providing support to help employees with health problems stay in and return to work, and taking consistent and firm action against employees who try to take advantage of organisations’ occupational sick pay schemes.

In healthcare, high levels of absence not only impacts teamwork and service delivery, but ultimately impacts continuity of patient care. This module is designed to provide line managers at all levels with the practical skills to enable effective management of both short and long term absence in the workplace.

The highlights of this module:

  • An overview of policies and procedures
  • Understand the roles you play as a line manager in managing attendance
  • Overview of the legal aspects of managing attendance
  • To be able to maintain accurate record-keeping of absence
  • Understand the role of Occupational Health
  • To be confident in conducting return to work interviews/home visits
  • Gain an overview of fit notes
  • Stress related absences – Understand how to manage and when to ask for support

Don’t just take our word for it!

We’ve asked delegates to provide us with feedback on our courses and this is what they’ve said:

A Head of Operations in Berkshire: “Really good session. Good use of scenarios to explore and expand knowledge. Good delivery by trainer with good examples”

A Service Manager in Leeds:“Excellent fun, great new insights. I now have a more comprehensive understanding of how to manage absence at my practice.”

A National Head of Human Resources: “Good level, excellent tempo to the course. A well balanced training session aimed at all levels of management. Really enjoyed it, thanks!”

An Area Business Manager in Yorkshire: “Great refresher for any manager, thanks.”

To book your place at one of our open sessions visit our EventBrite page by clicking here. This session can also be facilitated at your worklplace. For more information contact Caroline@oneworkforce.co.uk

Primary Care Networks – What workforces can expect

To recap, Primary Care Networks (PCNs) build on the core of current primary care services and enable a greater provision of proactive, personalised, coordinated and more integrated health and social care.

PCNs are a key part of the NHS Long Term Plan, with all general practices expected to sign up to a network by 30 June 2019, and Clinical Commissioning Groups (CCGs) being required to commit recurrent funding to develop and maintain them.

Here at OneWorkforce, we provide workforce training and consultancy services nationally, supporting GP practices, networks and federations to collaborate and deliver joined up population-based care. We’re part of OneMedicalGroup, a nationally recognised and award-winning health and well-being organisation, working within the NHS.

Not only are our team experienced healthcare leaders, we are also specialists in organisational development, mediation and project management making them the perfect facilitators to support you in delivering the Network DES.

With the impending move to Primary Care Networks for more general practices, we’ve outlined some of the potential challenges and how we could support.

Too many cooks spoil the broth

While combining resources is beneficial to the community, it can also prove problematic to ensure everyone involved is happy and their voices are heard. OneWorkforce can help by acting as an independent advisor, facilitating meetings for PCNs, and acting as the impartial middleman to help create a shared vision and objectives.

Formation of the board

One of the biggest challenges practices face whilst moving into a PCN is making sure the arrangement is fair to all involved. Electing a board is crucial in managing everyone’s needs and OneWorkforce can help facilitate by managing nominations and the election processes for key roles such as Clinical Director, Board representatives and Steering Groups, helping tailor structures and agendas for individual community needs.

Act Now

With the deadline looming for all GP practices to come together in geographical networks covering populations of approximately 30–50,000 patients by June 2019 if they are to take advantage of additional funding attached to a PCN. However, many practices appear to be holding off for further direction from NHS England. Our advice at OneWorkforce would be not to delay as further advice is unlikely to provide networks with the answers to outstanding questions.

OneWorkforce is working collaboratively with NHS England and CCGs and has worked with PCNs across the North helping them to form, shape and develop their network and has plenty of experience supporting with organisational development of your PCN.

Training is everything

Developing a communication strategy for your network and delivering staff and patient engagement workshops is crucial for a successful PCN. OneWorkforce can also help across the whole process from; workforce mapping and training need analysis across your PCN, mandatory and statutory training as well as management and leadership development.

Standing Room Only at Management in Practice Conference

Our Learning and Development Director, Caroline, took to the stage in Manchester at the Management in Practice conference on 14th June 2018. She was joined by a range of expert speakers delivering sessions covering a variety of topics, including HR, IT, legislation, finance and motivating staff.
The OneWorkforce session explored two of the biggest challenges faced by Primary Care – recruitment and retention of the workforce. Caroline gave an overview of how to model services based on clinical need rather than patient demand and how, using patient presentation data, we can built a multi-disciplinary team designed to meet the specific needs of our service users. She shared examples of how Personal Trainers and Patient Advisors have been integrated into the Primary Care team in practices across the country and gave examples of the patient outcomes achieved through embracing a non-traditional workforce model.

MDT presentation graphic (2)

With standing room only the session received the highest attendance rate of the day with enquiries from federations and practices across the North West looking for help to shape their workforce and improve recruitment and retention strategies.

If you missed us don’t worry! We’ll be exhibiting across the country later in the year, or you can contact Caroline directly for more information by emailing Caroline@oneworkforce.co.uk

Come and join us at Management In Practice on 14th June 2018

We are delighted to be exhibiting at Management in Practice Manchester on 14th June 2018.

Join us, and other exhibitors, for a day of learning and networking with peers and colleagues, and hear from expert speakers delivering sessions covering a variety of topics, including HR, IT, legislation, finance and motivating staff.

An informative and insightful day out of the surgery – you can guarantee that you will leave Management in Practice equipped with practical, actionable strategies for meeting the core challenges of your business

Come and join OneWorkforce as we present on ‘Creating a Sustainable and Resilient Primary Care Workforce‘.

The 40 minutes session explores two of the biggest challenges faced by Primary Care – recruitment and retention of the workforce. We’ll be covering topics such as;

  • Modelling services based on clinical need rather than patient demand
  • Delivering the employee life cycle, from induction to career progression
  • Retaining talent – investing in your workforce

Free tickets are still available so make sure you book your place and join us. For more information visit the Management In Practice Website at http://www.managementinpractice-events.co.uk/manchester/