Top Tips for Workforce Redeployment in the NHS

Check the change curve – Kubler Ross had a point!

• Familiarity helps encourage loyalty.
• Knowing what’s expected of you makes the change much more bearable - spell it out.
• Manage the cognitive load - break things down.
• Accessible induction information in one place - don’t waste time searching.
• Time for adjustment - adjust the pace.

People redeployed into the same or similar settings are likely to feel able to take on extra shifts.

Have clear expectations and a manageable level of responsibilities to give people a chance to adjust.

Give people information in bite-size digestible chunks so they can take it in and process it.

Help people to adjust to new or increased responsibility and accountability.

Kindness is king - look after each other and ourselves

• 2 – 3 months in is a key risk point for well-being.
• Have regular check-ins.
• Informal and formal support is equally important.
• Make time out for reflection.
• Have fun, find some creativity and make time for laughter.

Have regular catch-ups with a mentor in a supervisory role to provide reassurance and help develop confidence and independence.

Empower people to create private spaces and forums such as WhatsApp groups for informal peer support.

Have protected slots each day (10 minutes will do) for mindfulness, quiet and reflection and make sure people know how to access independent support.

Make it explicit that fun and laughter is part of a healthy working environment.

There’s no such thing as a silly question – patient safety matters

• Promote a learning culture, even under pressure
• Develop a risk mitigation approach - remember, make it accessible.
• Share data across shifts, teams and sites - use one system where possible.
• Focus on quality over speed especially on technical tasks.

Make it the norm to ask questions and seek second opinions.

On the job learning with structured supervision and reflection can create an active learning culture.

Value the admin and co-ordination teams as enablers for best use of specialist time.

Actively review data about shift patterns and skills to make best use of temporary staff.