Leading positive change

When charge nurse Patrick Simbule first started working at BMI Healthcare’s Blackheath Hospital in south east London in 2017, there were no RCN reps in place.

“One of the other nurses told me that many of the issues staff were reporting could change if there was a workplace rep,” says Patrick. “They suggested that I take on the role, so I did. Having been a member of the RCN since 2001, it became apparent to me that I could really make a difference and make sure staff were getting fair treatment.”

One of the things that needed to be addressed was mandatory training. Staff were finding it hard to complete this due to a lack of time. Not only did it have an impact upon patient and staff safety, it also meant that some staff weren’t able to receive their annual pay rise, as completion of mandatory training is a requirement for this.

“Staff were being penalised for not being able to complete their training. It was affecting staff morale, which can lead to more staff absence and compromising care, so this was something I knew had to change,” says Patrick.

Starting the conversation

Another area of concern was that staff felt unable to take their breaks. Taking action to address this, Patrick hosted a Rest, Rehydrate and Refuel event as part of the RCN’s Healthy Workplace, Healthy You campaign. He invited all staff and managers and used it as an opportunity to address both issues.

“One of the most important things for me is to be able to connect with people,” says Patrick. “I knew that speaking to the management was important to get things changed and having an event within the hospital meant that it was easier to open up a conversation with them.”

The event highlighted the importance of breaks for staff and Patrick was also able to reiterate the importance of time out for staff to complete training.

I now see improved skills, which means better care. Staff seem happier and more compassionate too

Patrick says: “Following the event, managers agreed that we should give protected learning time for staff. This means they can take time out on a shift to complete training or access learning at home. It was put on the rota for all to see, so it was clear that staff were doing training.

“If it wasn’t on the rota, it wouldn’t get done, so it was important to have it scheduled in as part of work. Staff can also claim time back if they complete training outside of their working hours.”

As part of the agreement with management, Patrick was also able to ensure staff were taking their breaks. Since the changes, he has noted how staff morale has improved and patient complaints have gone down.

“Nursing staff were very stressed before, not taking their breaks and feeling that they didn’t have enough time to do their training,” says Patrick. “And although this past year has been tough with COVID-19 meaning fewer opportunities to speak personally with staff, I now see improved skills, which means better care. Staff seem happier and more compassionate too.”