New team to manage? Or the first time you’re leading a team? This opinion piece from Fast Company shares advice on how to hit the ground running, from that first team meeting, to the key questions to ask your staff.  

Read the article here 

Access resources collated by NHS Improvement to help improve staff retention. The online hub includes improvement guides, policy documents and case studies highlighting the work taking place to tackle NHS-specific retention challenges.

Read more here

This resource provides practical guidance on raising concerns and has been developed to help you empower your staff to raise concerns.

​Access the resources here 

​View the videos here 

In this case study North East Ambulance Service NHS Foundation Trust shares how it has introduced a range of new initiatives to improve staff engagement levels.
Find out how the trust implemented key interventions such as restructuring, forming new strategic partnerships and changes to management to bring about a positive transformation for the organisation.

Read more here 

​*Credits: NHS Employers

In this case study North East Ambulance Service NHS Foundation Trust shares how it has introduced a range of new initiatives to improve staff engagement levels.
Find out how the trust implemented key interventions such as restructuring, forming new strategic partnerships and changes to management to bring about a positive transformation for the organisation.

​Read more here

In the first of our joint case studies working with NHS Improvement, Guy's and St Thomas' NHS Foundation Trust shares how it has introduced a number of new initiatives to support staff retention. 
The case study features key learning points, explores how the trust overcame certain challenges, and highlights a number of additional resources which may be useful to organisations looking to develop an approach to workforce retention. 

Download the file here

Do you know your MAR from your MARS? What’s the difference between DBS and DBSs? The NHS acronym buster will guide you through more than 700 acronyms and abbreviations used in health and care.

Check out NHS Employers' handy GMS acronym buster here.

There are groups of potential candidates in your community who could help you to address your workforce supply challenges, now and in the future. Do you know who they are?
In order to help employers think about recruiting from these groups, NHS Employers has today (1 November) launched a new digital tool to help you compare your current workforce data with data from your local community.

The aim of the tool is to highlight groups in your community that may be missing from your workforce, and will signpost you to advice on how to better attract, recruit and retain from these groups in order to strengthen your workforce supply.

In addition to providing a comparative analysis for age, disability, ethnicity, gender, religion and belief and sexual orientation, the tool also shows the prevalence of wider groups in your local area that are not directly comparable with census data, including carers, care leavers and Armed Forces personnel.

Access the tool to compare your data.
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* Credits - NHS Employers

Take a look at the lessons learned from NHS organisations that showed the most improvement in the 2016 NHS Staff Survey. Our new briefing highlights the individual approaches and common themes for their staff engagement successes. 

​Read more here

​*Credits - NHS Employers

Take a look at our infographic exploring the different routes into nursing for employers.Until recently, the routes to developing registered nurses within the workforce have been limited, with the university degree being the main way to train this group of staff. 

The introduction of the nursing degree apprenticeship gives a new opportunity for employers to train nurses, while the creation of the new nursing associate role can help to be a bridge between healthcare assistants and graduate registered nurses. These new routes can create a confusing picture for employers and so we have created a resource to support you to make the most of the new and existing routes into nursing.