Search results

The paper aims to present a case study of multi award‐winning management team's methods used to profoundly increase staff performance through engagement.

The model covers applied techniques in internal communication; management training; managing performance (underperformers and star performers); and staff wellbeing.

Results included a 20‐fold increase in output with only a three‐fold increase in staff; sick leave reduced by one third; and staff turnover reduced by more than half.

The paper presents practical, easy‐to‐follow, scalable methods of an employer described by a national judging panel as “exceptional […] astonishing […] determined to go the extra mile towards every employer's dream: a contented, highly motivated workforce”. It includes 12 tips for managers to become excellent people managers, and the ten common values of excellent teams.

The purpose of this paper is to examine and compare levels of burnout, traumatic stress and resilience amongst Norwegian nursing care staff in two intellectual disability (ID) services.

This was a cross-sectional survey in which 137 staff completed questionnaires measuring work-related stress, burnout, compassion and resilience. Two groups were compared; staff in the national forensic ID services and staff in the community ID caring services.

Nursing staff in the community ID caring services had significantly more signs of stress and burnout compared to the other group. At the same time they were more compassionate.

The different caring cultures examined in this study indicated that the forensic ID staff tended to focus on the physical aspects of the caring role whilst the community ID staff tended to focus on the relational issues. The impact of serious events resulted in a higher level of stress and burnout symptoms, however the community carers showed more compassion to their work.

Forensic health-care workers are frequently exposed to behaviours that challenge and traumatic material, with notably high levels in developmental disorder (DD) services. The provision of support is key in alleviating distress and improving work functioning. This paper aims to incite clarity on whether staff in DD services are more likely to access trauma support. The prevailing needs and outcomes for this population are also explored.

Data was extracted retrospectively from a database held by an internal trauma support service (TSS) for staff working in a secure psychiatric hospital. Overall, 278 permanent clinical staff accessed the TSS between 2018 and 2020, 102 (36.7%) of whom worked in an adult DD forensic inpatient service.

Staff working in DD services were over-represented in referrals to the TSS with a greater number of referrals per bed in DD services than in non-DD services (0.94 vs 0.33). DD staff were comparatively more likely to access support for non-physical, psychologically traumatic experiences. Psychological needs and outcomes following support were comparable between staff across services.

The findings highlight the more frequent need for trauma support of staff in forensic inpatient DD settings. Embedding a culture of safety and openness, and establishing appropriate and responsive models of staff support reflect key priorities for inpatient DD health-care providers, for the universal benefit of the organisation, workforce and service users.

This study offers novel insight into levels of access to support for staff working with people with DDs.

During the COVID-19 crisis in Victoria, Australia the complexity of school leadership increased greatly for school principals. This study focused on the lived experiences of early career principals in the independent school sector from March to November 2020 in Victoria, Australia. It investigates transformative work that was undertaken by these leaders in leading their schools over a protracted crisis.

The study builds on constructs of crisis leadership, adaptive leadership, agile leadership and emotional intelligence, exploring the leadership approaches undertaken by twenty-two early career principals in Victoria, Australia. Using a narrative inquiry approach, across three temporal points in 2020, storied productions drawn from the findings present four emergent types of emotionally intelligent leadership approaches undertaken by these principals. These leadership approaches are presented as the commander-leader, the conductor-leader, the gardener-leader and the engineer-leader with each approach demonstrating both organisational leadership approaches as well as individual leadership styles used by these principals as they led their schools.

The findings have direct implications for professional development programs focusing on aspiring principals and early career principals with emphasis on the importance of developing emotionally intelligent skillsets in principals for use during periods of rapid change or high crisis in schools. The findings present insight into the support useful for early career principals in the first five years of principalship.

This study uses a unique emotional intelligence approach to understand school leadership during and after a crisis.

Globally “non-urgent” health care services were ceased in response to the 2020 outbreak of COVID-19, until 2021, when restrictions were lifted. In the UK, this included speech and language therapy services. The implications of COVID-19 restrictions have not been explored. This study aimed to examine the impact of the UK’s COVID-19 response on speech and language therapy services.

An online survey of the practice of speech and language therapists (SLTs) in the UK was undertaken. This explored SLTs’ perceptions of the demand for their services at a time when COVID-19 restrictions had been lifted, compared with before the onset of the pandemic. The analysis was completed using descriptive statistics and content analysis.

Respondents were mostly employed by the UK’s National Health Service (NHS) or the private sector. Many participants reported that demands on their service had increased compared with before the onset of the pandemic. The need to address the backlog of cases arising from shutdowns was the main reason for this. Contributing factors included staffing issues and redeployment. Service users were consequently waiting longer for NHS therapy. Private therapy providers reported increased demand, which they directly attributed to these NHS challenges.

This presents the only focused account of the impact of the national response to COVID-19 on speech and language therapy services in the UK. It has been identified that services continue to face significant challenges, which indicate a two-tier system is emerging. Healthcare system leaders must work with service managers and clinicians to create solutions and prevent the system from being overwhelmed.

Recently, the importance of a lived experience workforce in the delivery of mental health services has been demonstrated. The roll-out of the National Disability Insurance Scheme (NDIS) in Australia has generated the need for a significant increase in the disability workforce, including psychosocial disability. The purpose of this paper is to describe the strategies outlined in the One Door Mental Health Lived Experience Framework (LEF), which is the culmination of over 30 years of experience in providing mental health services and the employment of a lived experience workforce.

One Door developed and implemented the LEF, a thorough guide to the employment and support of a workforce of people with lived experience of mental illness, through consultation with consumers, carers, stakeholders, practice advisors, management, human resources and employee focus groups.

Extensive support structures in the LEF are key to achieving the benefits of a lived experience workforce. The LEF has positioned One Door successfully for the achievement of key organisational goals in mental health support and advocacy.

Mental health policies and support are critical for productivity outcomes in any workplace regardless of the level of lived experience of the employees. This paper provides organisations, particularly those within the mental health sector, an example to build on in their own employment and support strategies.

This paper is of particular value in the context of organisations in the mental health sector transitioning to the NDIS.

The public health argument for developing and maintaining workplace wellness programmes in organisations is well‐documented, particularly within the healthcare sector which aims to “set the example” for workplace health. However, workplace wellness also makes good business sense, since it is established that investing in employee health can reduce absenteeism, improve job satisfaction and productivity and enhance corporate image. Organisations often place workplace wellness low in their priorities. The purpose of this paper is to present the case for an initial resource investment and top‐level support to pump‐prime a financially sustainable, and even profitable, programme.

A discussion is presented based on academic literature and practical applications from the authors' experiences in practice.

The authors use their own in‐house scheme, “Q‐active” as a case example based in an NHS Trust setting, to demonstrate how such schemes can be developed and successfully implemented and maintained in practice. The paper presents the use of the Business Healthcheck Tool for developing a business case for such schemes.

Workplace wellness schemes are financially viable and can become a vital part of a large organisations' infrastructure embedded within policies and internal “health culture”.

Social and emotional wellbeing (SEWB) is a term used to refer to the state of an individual's overall wellbeing. This review aims to consider the importance of understanding and assessing SEWB in prisoner populations, and identify potentially important differences between groups of prisoners, including those who identify as from minority cultural backgrounds (Aboriginal and Torres Strait Islander in Australia), protective custody prisoners, remand prisoners, prisoners identified with an intellectual disability, and prisoners with an acquired brain injury.

The paper is a general review of the published literature, with a specific focus on work conducted with Aboriginal and Torres Strait Islander communities in Australia.

Eight domains of SEWB are identified across which Aboriginal and Torres Strait Islander prisoners, along with those in protection units, remandees, and prisoners with intellectual disabilities or acquired brain injuries are likely to experience particularly low levels of functioning. Few programs have been developed to address these needs, although attending to low levels of SEWB has the potential to make a positive contribution to prisoner health, prison management, and offender rehabilitation.

Relatively little literature has considered this topic previously and, as a result, the paper is necessarily descriptive. Nonetheless, issues of SEWB appear to warrant further consideration, particularly in relation to those prisoners who identify with minority cultural groups.

The purpose of this paper is to present the findings of one part of a larger study, funded by the National Institute for Health Research, which explored the management of pain in adult male prisoners in one large category B prison in England. In this paper, the authors focus on the attitudes and perceptions of prison staff towards pain management in prison.

A qualitative design was utilised to explore the staff perceptions of pain and pain management in one adult male prison. Questionnaires were provided for all staff with prisoner contact, and a follow up focus group was undertaken to further explore questionnaire data.

The questionnaire and focus group findings demonstrated that staff had a good awareness of pain and pain management in prison, with both physical and emotional pain identified. The frequency of approaches by prisoners to staff for pain relief was noted to be high, whilst awareness of how the prison environment could potentially exacerbate pain was discussed. The acquisition of analgesia by prisoners for secondary gain was identified as a challenge to both assessing levels of pain and providing pain relief in prison, illustrating the complexity of providing care within a custodial culture. The effect on staff of caring for prisoners found to be confrontational and deceitful was significant for participants, with feelings of anger and frustration reported.

This study was undertaken in one adult male category B prison with a very high turnover of prisoners. Staff working in other types of prison, for example, higher security or those more stable with longer sentenced prisoners could provide alternative views, as may staff caring for younger offenders and women. The challenges to undertaking research in prison with staff who can understandably be reluctant to engage in reflection on their practice cannot be underestimated and impact significantly on available methodologies.

This qualitative research is the first of its kind to offer the perspectives of both health care professionals and prison staff working with prisoners complaining of pain in an English prison. It provides the groundwork for further research and development.