Why the Government should make NHS staff wellbeing a priority (and why frontline feedback is key)
By Jessica Jenkins, Senior Policy Advisor (Health) at Nesta
In the world of healthcare, there’s an old saying: “Happy staff, happy patients.” It’s a simple idea, but one that’s often overlooked in the hustle and bustle of NHS reforms and budget discussions. Yet, as we stand at a crossroads for the future of our health service, it’s becoming increasingly clear that NHS staff wellbeing isn’t just a nice-to-have – it’s a must-have for a sustainable NHS.
The NHS workforce: a giant with growing pains
Let’s start with a jaw-dropping fact: the NHS, with its 1.5 million staff, is one of the biggest employers in the world, up there with the likes of Walmart and Amazon. That’s 1.5 million committed people who turn up to work every day to care for our country, a workforce to be incredibly proud of. But unfortunately, our healthcare giant is suffering from some serious growing pains.
The stats paint a worrying picture:
- Staff are leaving in droves to improve their work-life balance or due to health issues.
- More than a quarter of NHS staff report feeling exhausted, burnt out, and frustrated by work always or often.
- The NHS is already short 150,000 staff, and this could balloon to 360,000 (or even 500,000) by 2036/37.
It’s like trying to run a marathon with a sprained ankle – possible, but not sustainable or enjoyable for anyone involved.
Beyond the paycheque: what really makes staff tick
Now, you might be thinking, “Just pay them more!” And yes, fair pay is crucial. But pay alone won’t solve the problem. We need to focus on the day-to-day experience of the job.
Think about it: when was the last time you heard someone say they left a job solely because of money? Usually, it’s a mix of factors – feeling undervalued, lack of growth opportunities, poor work-life balance. The NHS is no different.
The good news? Improving staff experiences doesn’t have to break the bank. Sometimes, it’s the little things that make a big difference:
- Providing staff meals
- Offering free transport
- Rethinking rotational and rostering structures
Case in point: Royal Free’s rostering revolution
Royal Free London NHS Foundation Trust provides crucial insights into what works for improvement. Back in 2017, they were facing a nursing turnover rate of over 40% in their intensive care unit. But since they couldn’t simply throw money at the problem, they got clever. They introduced electronic self-rostering, giving staff more flexibility and choice in their shifts. The result? Turnover rates dropped significantly.
It’s a brilliant example of how listening to staff and making seemingly small changes can have a massive impact.
The wellbeing blind spot
Most NHS leaders agree that workforce wellbeing should be a top priority. So why does it remain such a problem?
Two reasons were highlighted to us by experts:
1. We don’t have a clear, up-to-date picture of workforce wellbeing.
2. There hasn’t been a strong mandate to invest in wellbeing measures ahead of other NHS pressures.
The current tools we have – like the Staff Survey and People Pulse – are either too slow or too patchy to be truly useful. It’s like trying to navigate a ship with a map that’s always a few months out of date.
A two-pronged attack: dashboard and dosh
So, what’s the solution? Based on discussions with ImproveWell and other health system leaders, Nesta has fleshed out a two-pronged policy idea:
1. Build a public NHS Workforce Wellbeing dashboard
- Real-time data on NHS staff wellbeing
- Accessible to leaders, staff, and the public
- Integrated with regulatory processes
2. Establish a ring-fenced workforce wellbeing improvement fund
- £40 million initial allocation
- Fund trials of innovative approaches
- Build an evidence base for what really works for improving wellbeing
Imagine being able to see, in real-time, how staff are feeling across the NHS. Imagine having the resources to quickly test and implement ideas that could make a real difference.
The ImproveWell approach: a glimpse of the future
This is where solutions like ImproveWell come in. Their digital platform is already showing us what’s possible when we combine staff engagement with quality improvement. By giving staff a voice through a simple app, ImproveWell has helped NHS trusts:
- Improve staff retention and morale
- Increase the number of staff who feel they can easily share ideas
- Boost the percentage of people enjoying work and experiencing less burnout
It’s proof that when we listen to our frontline staff and act on their insights, everyone wins – staff, patients, and the NHS as a whole.
The bigger picture: a sustainable NHS
By prioritising staff wellbeing, we’re not just making life better for NHS employees (although that’s important!). We’re setting the stage for a more efficient, innovative and sustainable health service. And the improvements are wide ranging:
- Happier staff means less sickness absence, potentially saving hundreds of millions across the NHS.
- Engaged employees correlate with lower patient mortality and better care quality.
- A culture of continuous improvement could drive innovation and efficiency across the board.
It’s time to make NHS staff wellbeing a strategic priority. It’s not just the right thing to do for our hardworking workforce – it’s a smart investment in the future of our health service.
By combining real-time feedback with targeted investment, we can create an NHS that’s not just surviving, but thriving. An NHS where staff feel valued, patients receive top-notch care, and innovation flourishes.
The question isn’t whether we can afford to prioritise staff wellbeing. The real question is: can we afford not to?
Read more about this idea in Nesta’s Options2040 Health: The Ideas report
