Co-creation with NHS Trust Senior Leaders
Dr Wen Wang, Dr Jennifer Creese, Mark McCarthy, Prof Maria Karanika-Murray, Prof Kevin Harris
13 October 2023
Senior leaders play a vital role in resolving the unexpected uncertainties resulting from trainee doctors’ rotation. Our research shows when trainee doctors feel senior management are invested in their interests, their risk of burnout is significantly reduced. Among junior doctors who reported having a good employment transition at a particular Trust and expressed a desire to return there to build a long-term career, most attribute this to having a supportive team culture there to work with. However, lack of belonging and feeling under-valued were the main reasons that caused trainee doctors to suffer burnout and consider taking a career break or relocating overseas rather than continuing training.
We have therefore identified three key themes in which to align efforts to improve junior doctor satisfaction and retention:
- Responsiveness – communicating effectively between senior management and junior doctors, and feedback on actions taken to address issues raised by trainee doctors.
- Relationships – improving the relationships within teams, and establishing a ‘human face’ for senior management for trainee doctors to connect to.
- Recognition – celebrating, promoting and thanking the important contributions trainee doctors make.
We have offered the following suggestions to co-create with participating NHS Trust leaders.
| Responsiveness | Relationships | Recognition |
|---|---|---|
| SMT being present at key Junior Doctor events (induction, forums, etc) Monthly “ward walk” | Person-Centred Interactions: use first-name staff communications | Recognition of achievements of junior doctors (publications, exams passed, personal milestones) – awards, newsletters, etc |
| Photos, profiles, quotes etc from SMT on wall in staff areas | Inclusive team building activities | Ensure access to spaces for study, rest, socialising without hierarchy boundaries |
| Communication of feedback addressed: “You Said, We Did” | Proactive and accessible work-related mental/emotional wellbeing support | Flexibility and Empathy in rota design |
| Proactive training curriculum changes, align closer with exam and workflow needs before each rotation | Equality/Diversity/Inclusion in rostering (lower work/family conflicts) | Map and ensure all study/annual leave taken to ensure work-life balance |
We are very happy to work with any NHS Trust leaders to design, develop or evaluate any initiatives or programmes arising from these suggestions, and we would love to hear from trainee doctors if you see these initiatives have taken place at your Trust or propose other good suggestions, please comment below.