Resources

381 resources of type Shared learning ×

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  1. We've designed this programme with NHS England to support NHS communicators across all levels.

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  2. Part of: Flexible working to support work-life balance

    After realising the highest areas of turnover for nurses and midwives was the intensive care units, Royal Free London NHS Foundation Trust began a project to reduce turnover by improving joy at work.

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  3. Part of: Developing a retention strategy

    Our Workforce Race Equality Standard (WRES) team developed these resources to help support local practices in outlining targets for black and ethnic minority (BME) representation in leadership teams and promoting equity, fairness and joy at work to ensure people want to stay in the NHS.

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  4. Part of: Supporting new starters and newly qualified staff , Career planning and development

    Great Ormond Street Hospital utilised evidence that if organisations can retain staff beyond their two years in the job, they are more likely to retain them for more than five years.

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  5. Part of: Flexible working to support work-life balance , Health and wellbeing, rewards and benefits

    The Royal College of Emergency Medicine has produced guidance to help organisations engage and retain their emergency department (ED) workforce in an energised, positive and productive way ahead of winter.

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  6. This programme provides evidence-based knowledge and resources to help you improve the health and wellbeing of your people.

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  7. Part of: Same day emergency care

    Acute frailty services are for patients with an acute illness or injury who may have other age-related health concerns which can significantly impact on their clinical needs and recovery.

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  8. Part of: Staff engagement and communication , Career planning and development , Health and wellbeing, rewards and benefits

    This case study is about how Frimley Health NHS Foundation Trust have been able to reduce vacancy rates and improve retention by actively listening and responding to staff.

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  9. These resources are designed to empower employers to support staff in their 40s and 50s.

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  10. Part of: Supporting new starters and newly qualified staff , Career planning and development , Developing a retention strategy

    This case study shows how Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust developed an approach to 'grow its own' nursing workforce, rather than rely exclusively on recruitment of existing nurses.

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  11. Part of: Supporting new starters and newly qualified staff

    West Suffolk NHS Foundation Trust were competing for healthcare support workers (HCSWs) with larger, better-known hospitals nearby.

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  12. Part of: Staff engagement and communication , Supporting new starters and newly qualified staff

    This case study shows how engaging with staff and the local community helped Northern Lincolnshire and Goole NHS Foundation Trust overcome recruitment challenges and reduce healthcare support worker (HCSW) vacancies.

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  13. Part of: Developing a retention strategy

    This case study shows how the Northern Devon Healthcare NHS Trust developed a new workforce strategy to reduce staff turnover, with a focus on healthcare support workers (HCSW).

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  14. Part of: Criteria-led discharge

    A case study into using criteria-led discharge at South Warwickshire Foundation Trust to improve weekend discharges and reduce patient delays.

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  15. Part of: Staff engagement and communication , Developing a retention strategy

    To address financial pressures and concerns around care quality, East Lancashire Hospitals NHS Trust set themselves the ambitious goal of entirely eliminating agency spend on healthcare support workers.

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