We most definitely can. And what a difference we can make.
Nursing staff are entitled to work in a safe and healthy environment so in my role as a nursing workforce champion, I wrote and distributed a questionnaire to identify areas where change could benefit the team.
I’d already noticed there was a culture of missing unpaid breaks in my workplace, so I used the RCN Workforce Standard 13 to gather the proof I needed.
Currently staff are offered the choice between taking 2 half-hour breaks or one 30-minute break sandwiched between two 15-minute breaks. Most staff chose the second option in the hope they get at least 45 minutes.
What are the RCN Nursing Workforce Standards?
The RCN's Nursing Workforce Standards are the first national blueprint for tackling the nursing staff shortages across the UK. They set the standard for excellent patient care and nursing support in all settings. Find out more.
Getting everyone on board was important. When I asked the ward manager for permission to carry out the work I made sure she had a copy of the standards booklet and gave her a copy of my questionnaire.
Those completing the questionnaire were given anonymity but I did ask colleagues to share their band so I could see if experiences differed at various levels.
I knew we were getting somewhere when 72% of the questionnaires were returned, completed by staff in bands 2 to 6. There were lots of comments about staff not being able to take their breaks, so I shared my findings with the ward manager, matron and deputy divisional director.
The response rate to my questionnaire was far higher than the annual trust questionnaire, with more detailed views expressed too. I’ve now been asked to run my survey annually so we can continue to hear the concerns of nursing staff.
Culture change
What a difference there is in the workplace. Senior staff or managers are allocated as senior nurse on duty to provide help, so all staff are now taking at least 75% of their break entitlement, if not the full amount.
We’ve had full ward meetings to challenge the previous culture of not taking breaks because staff are too busy, or due to guilt as other colleagues were unable to take breaks as they were too busy. These are important to show people what the new culture will be.
I’d urge all RCN members to find out more about the standards and consider becoming a champion. By stepping up, you could make a positive difference in your working life. Your idea could transform the workplace for your colleagues.
