With NHS recruitment levels in crisis, it’s critical that leaders work harder at attracting and keeping their staff. Our new report, 'Flexible Working in the NHS: The Case for Action', sets out how flexible working could help leaders deliver an environment that suits the needs of its employees.
As the NHS reaches its 70th birthday, the workforce challenges it is facing are well publicised. It is harder than ever for the organisation to attract and retain talented people, and the resulting vacancy levels are compounding workload and stress levels for those who remain.
Here at Timewise, we know that one of the key tools for attracting and retaining talent is offering a level of flexibility. Today, 9 out of 10 employees want to work flexibly or part-time. And the importance of flexibility is starting to land with NHS policy makers, too.
In a recent speech on the future of the NHS, the Prime Minister commented that “working practices in the NHS have not caught up with modern lifestyles…we must also take better care of staff and offer greater flexibility over where they work, when they work and what they can do.”
Clearly, implementing flexible working in a 24-hour organisation like the NHS is not straightforward. With different specialisms and departments having such different operational needs, there is no one-size-fits-all solution. So, drawing on our advisory work with five NHS Trusts and supported by the NHS Leadership Academy and NHS London Women’s Network, we have investigated the challenges, opportunities and areas for action.
The resulting report, Flexible Working in the NHS: The Case for Action, captures the key business case for flexible working in the NHS, provides some case studies to highlight new approaches, and sets out a clear action plan for the next steps that would achieve fundamental change in approach.
As the report shows, NHS staff who wish to work flexibly are often treated as an inconvenience, due to needing something different which managers have to accommodate. The cultural expectation that NHS employees will be 100% committed to their roles also makes it hard for people who need to work less, or only work at certain times.
So, if the NHS is to overcome its staffing issues, there needs to be a mindset change. Rather than treating flexible working as a favour for people with caring responsibilities, leaders should view it as a valuable workforce tool. Why? Because giving more people greater control over when and how much they work will lead to greater engagement, improved wellbeing and increased productivity. And of course, it will make it easier for NHS Trusts to find and keep the staff they need.
As the NHS celebrates its past, and looks ahead to the future, we believe that flexible working has a key role to play in addressing its workforce challenges. By prioritising flexible job design and creating a culture that supports flexibility from the top down, NHS leaders will be far better placed to deliver a health service that is future fit.
Download full report - Flexible Working in the NHS: the Case for Action
To find out how Timewise could support your organisation, please email info@timewise.co.uk
Published July 2018
