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/

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

 

 

 

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

 

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

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

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.

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