Towards commissioning for workplace compassion: a support guide

NHS England, October 2018

This interactive guide aims to assist with commissioning for compassion, providing support via case study examples from healthcare organisations who have good practice to share.

Click here to view the full report.

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Promising practices for health and wellbeing at work: A review of the evidence landscape: (RAND RR2409)

RAND Corporation, August 2018

Research demonstrates that the support of wellbeing in the workplace has a positive impact on staff, business and organisations. It includes benefits in terms of reduced absenteeism and presenteeism as well as improved productivity. Whilst the landscape of health and wellbeing interventions is a broad one, it can be difficult to understand ‘what works’: or rather, the confidence which can be placed in a particular intervention that it will have a positive impact on staff health and wellbeing outcomes.

Click here to view this report.

Supporting line managers to foster engagement

NHS Employers, July 2018

This briefing explores work that can be done to support and develop line managers to improve staff engagement across NHS organisations. It is based on the issues raised by line managers within the NHS and looks at challenges for staff engagement. It outlines suggestions on how organisations can support line managers to manage in way that supports engagement, and is full of useful advice, hints and tips.

Click here to view the report.

Start Well: Stay Well – a model to support new starters: Cambridge University Hospitals NHS Foundation Trust

NHS Employers, June 2018

The Start Well: Stay Well model formalises the approach to meeting, greeting and supporting all new starters. It engages with new starters at various touch points, including on appointment and before they arrive at CUH as part of the on-boarding process. A key feature of the model was employee buddies; the ambition was that all new starters, clinical and non-clinical, would be assigned a buddy on their first day. The theatres teams embraced this approach and installed photo posters in their areas to ensure named buddies were visible to all.  Integral to the model is a hi-5 moment approach, which comprises of a high impact, high energy, high importance contact with staff which can be delivered in five minutes. This is built around five open questions:

  • How are you today?
  • How is your induction going?
  • How are you settling in?
  • How can the team help?
  • How can I help?

Click here to view the full report.

From prison to work: A new frontier for Individual Placement and Support

Centre for Mental Health, June 2018

From prison to work: A new frontier for Individual Placement and Support reports on a pilot programme in the West Midlands to support prisoners with mental health difficulties into employment when they are released. The programme sought to employ the proven Individual Placement and Support approach from mental health services to the criminal justice system for the first time. It enabled people who would otherwise have had little prospect of paid work to get jobs when they were released from prison as well as providing help with basic needs such as housing and health.

The report finds that the Individual Placement and Support approach can be adapted successfully to support prisoners to get work when they are released. It calls on the Government to invest in a larger scale trial of IPS for former prisoners and to reform existing employment services in the criminal justice system. The report also found that few of the people who had been in contact with prison mental health services as a result of complex needs and vulnerabilities were supported by community mental health services after their release. And many former prisoners got scant help with housing or money despite leaving prison with nowhere to live and no income. It calls on the NHS and probation services to offer more effective, holistic support to former prisoners to support their rehabilitation.

Click here to view the full report.