Increase in staff who agree or strongly agree that they have a good work-life balance
Reduction in employee turnover, improving stability of the workforce
Reduction in sickness rate, improving staff availability and workforce resilience
An ambulance service commissioned TN to help identify and implement solutions to resolve challenges impacting staff well-being and satisfaction, including:
- Staff not feeling part of a team: Preliminary engagement workshops showed that ‘poor teamwork’ was a key driver of low staff morale
- Misaligned staff and manager working patterns: Staff noted infrequent contact with their line manager, often limited to occasions when problems arose
- Poor staff work-life balance: High turnover rates suggested that staff did not have a sustainable work-life balance under the existing ways of working
- Engaging staff and executives to define ‘teams-based working’ (TBW): Identified a solution that created teams of staff and managers that worked the same rota, introducing dedicated time for team development, and improved staff management by devolving responsibility to local teams
- Piloting TBW by providing on-the-ground support: Worked with station managers and staff representatives to co-design new rotas and create team huddles and away days, accounting for local nuance by giving local teams ownership over the change
- Rolling the model out: Supported a small group of ‘wave 1’ early adopter stations, before expanding support to roll out TBW across 21 stations across the Trust
