This helps sustain a workforce and reinforce teamwork. It's also a perfect opportunity to share successes and positive experiences.

Watch our video and read through the example session below to find out how to put defusing techniques into practice in your workplace.

• To aid communication and understanding.
• To acknowledge what has been happening.
• To celebrate success/growth.
• To maximise the functionality of individuals and the team.
• To offer support/reflection opportunities.

Opportunities for defusing exist at the beginning (handover), during (at an agreed time) and at the completion of each shift of duty. The nurse in charge should assume responsibility for facilitating defusing activities per shift and should:

1. Explain the importance of honest and open communication and reflection, encouraging the team to connect regularly.
2. Plan an agreed time that the whole team can get together and connect with the nurse in charge mid-shift and at that time:
   • Briefly check that original task allocations are working/manageable and re-evaluate this if necessary.
   • Raise any concerns and agree ways forward.
3. Bring the team together (facilitate connection with the nurse in charge) again at the end of the shift.
   
    

1. Acknowledge that it has been a particularly busy and/or difficult shift.
2. Emphasise areas of good practice and how well everyone has done. Thank them for their efforts during the shift.
3. Ask how everyone has been feeling during the shift and how they are feeling now.
4. If any strong feelings or opinions are expressed, just let this happen. Don’t feel that you have to rationalise these or come up with the answer. The simple message should be, ‘it’s okay to have feelings and it’s okay to express them.’
5. Reassure staff about the ‘normality’ of any reactions, thoughts or feelings they may experience.
6. If any physical interventions were used during the shift, check the physical wellbeing of staff.
7. Ask staff if they have any thoughts or feedback they want to share about the shift. This could include what went well, what could have been better or any issues or concerns (e.g. discrimination or health and safety issues). Don’t try and sort these out now. Acknowledge the experience and consider next steps. This may include speaking with their line manager, submitting an incident report and signposting to wellbeing services. 
8. Some staff may want to express feelings, while others will prefer not to talk about what happened. Encourage staff to use existing supervision arrangements and staff meetings as a means of getting support, and also as a way of supporting each other. 
9. Emphasise areas of good practice again, reflect on what has gone well and thank everyone for their efforts during the shift.