Talk Health and Care

We want to hear your ideas on how to make working lives better for staff in health and social care. Browse and search to see what your colleagues are saying - vote, join in their conversation or start with your own idea …

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***A Just Culture is where staff involved in safety incidents are confident they will be treated in a consistent, constructive and fair way and not unfairly blamed*** Staff who work in health and social care are often concerned that when a safety incident happens there will be too much focus on what they did or didn’t do, and that the context of the incident and wider factors to do with their organisation will not be considered. Evidence from across other industries and countries tells us that punishing people when they make mistakes will not mean they make fewer mistakes. Blaming people for error does not improve safety. We should instead focus on changing things to make it easier for people to do their jobs safely and without fear of blame. We need to embed a just culture. We want to hear from you about what gets in the way of a just culture and what we can do better. Think of a safety incident with a patient or service user where you or a colleague have felt supported and treated in a fair way in your workplace Think of a time where you have not felt supported or treated fairly in the workplace What could have been done differently to make you feel better supported and treated fairly? What would be useful in helping develop a just culture?

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The Long Term Plan for the NHS was published on 7th January 2019 and sets the vision for the NHS for the next 10 years. Our NHS can only thrive when the people who work in it are thriving too, which is why the plan sets out three overarching objectives for the workforce: Ensuring we have enough people with the right skills and experience Ensuring our people have rewarding jobs, work in a positive culture with opportunities to develop their skills Strengthen and support good, compassionate and diverse leadership at all levels The NHS Long Term Plan recognises that an important part of expanding our workforce is to support and retain the staff we already have. To do this, we need to ensure that you have development you need – this is something you have told us through #TalkHealthandCare. You have also told us that that promoting flexibility, wellbeing and enabling people to balance the demands of work and home are vital to improve the lives of staff. This has been reflected in the plan, which sets out to make sure the NHS is always a great place to work with a modern employment culture. These are just some of the areas discussed in the workforce component of the Long Term Plan. How can the NHS get better at helping its staff strike a good work life balance? How can we ensure you are respected, valued and treated fairly? How can we build a positive and modern employment culture? How can we support you to adapt to current and future challenges? Join the conversation and add your comments today

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We have learnt a huge amount from everyone who has contributed to the #TalkHealthandCare platform. We will continue to work to help solve the problems you’ve identified and implement the great ideas you’ve suggested. We also want to understand what difference the challenges we’re working together to solve are having and would like your ideas about how we might measure success. Tell us your idea below or respond privately via our survey

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Changing demographics, new technology and challenging workloads mean that staff need to be learning continuously. Everyone should have access to learning and development that enables them to provide high-quality care and to develop in their career. Learning should be valued as a lifelong pursuit, but we know that not all staff feel they have access to the development they need. Staff have told us they need to: be actively encouraged to learn continuously, regardless of their position or seniority have access to funding and resources that help them to develop professionally and achieve their career aspirations understand what career options are available to them, regardless of their professional background or work environment. Tell us your experiences by submitting an idea below or respond privately via our survey

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Health and care staff belong to organisations that should respect and value their contribution in the same way that the people they serve are respected and valued. We know that staff do not always feel included and valued in work. People need to feel involved in their organisation and that they have a voice. This means that staff need to: work in an environment where there is a culture of trust and they are treated fairly and with respect feel they have a positive contribution to make and that their team and employer give clear feedback on how well they do their job belong to a professional group or team that they identify with, but also identify with something greater – an employer, the NHS, the social care sector work for employers who recognise the importance of engaging with staff and demonstrate this through their actions be able to progress in their career, regardless of their background   Tell us your experiences by submitting an idea below or respond privately via our survey

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Health and social care jobs are fundamentally about caring for people, so you would expect the sector to be ahead of other careers and professions when it comes to caring for colleagues. However, we know that staff do not always feel treated well and fairly. An unacceptably high number of staff report that they’ve experienced bullying and harassment from their colleagues and the people they care for. Violence against staff, which is never acceptable, is still being reported. Tell us your experiences by submitting an idea below or respond privately via our survey

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We know that staff do not always feel in control or empowered to make decisions about the care they provide every day. Decisions are often made without them being asked what they think and staff do not always feel supported by their colleagues.  If employers create an environment where staff feel empowered and in control of their own choices, this can help them reach their full potential and achieve a better work-life balance. It can have a positive effect on productivity. To feel empowered and in control, staff have told us they need to: work in teams where everyone understands that the NHS and adult social care sector exist for the people they serve, and everything they do is to provide the best possible health and care be part of one team and able to contribute to their place of work no matter their professional background or seniority have a voice in determining how they care for people and how their organisation is run feel that they can try new things and be part of a culture that values new ideas Tell us your experiences by submitting an idea below or respond privately via our survey

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We know that across the health and care system, employers do not always get the basics right. Employers need to: provide for basic physical needs of their staff, such as access to healthy food at work – especially out of hours provide access to support to help staff deal with the emotional strain of caring jobs promote a positive work–life balance and predictable working patterns pay staff fairly and provide benefits that recognise the important jobs they do support staff in keeping fit and healthy, and when recovering from illness or injury provide access to equipment and technology that helps staff do their job and managers run the organisations well Tell us your experiences by submitting an idea below or respond privately via our survey

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