We have Professional Nurse Advocate- Mark Greenwood and Health and Well being Champion - Kirsty Nicholson.

Both of them always happy to talk and support the staff as needed. We also have process to sign post the staff for employee health well being and other resources available by Trust. We all believe that Mental health and well-being are essential aspects of overall health, particularly within the healthcare sector, where staff often face high-pressure environments, long hours, and emotional challenges. It is crucial to prioritise mental health to ensure that our healthcare professionals remain resilient, compassionate, and capable of providing the best care to patients. A focus on mental health not only improves job satisfaction and productivity but also helps prevent burnout, stress, and other mental health issues. There are various support systems available, including counseling services, peer support networks, and resources for managing stress and workload. By fostering a supportive environment where mental health is valued, we ensure that our staff are well-equipped to handle the demands of their roles while maintaining their own well-being.

We have examined what we learnt and showcased it through a poster where we have aimed to educate others and provide some helpful tips and tools for navigating discussions around mental health as well as signposting our team to different charities and organisations if they require it.

We have focused on ways to aid others to improve their own mental health and wellbeing whilst also emphasising the importance and benefits of being able to share and support others about their mental health needs or concerns. It was important for us to include this as just one supportive, open and positive conversation could have a profound impact on someone and really help in alleviating stress or worries.

It is good to talk about how you are feeling and we hope that here at MREH OPD, our staff are able to share as much as they feel comfortable to, to ensure that we maintain healthy mindsets and are able to be the best versions of ourselves.

By RN Tamanda and NA Gabriele MREH OPD

We focused on the importance of mental as well as physical health and the support on offer to help us achieve this as well as tips for looking after our physical health.

We focused on TEAM…..Together Everyone Matters and that we all support each other and that its important to check in and talk to each other to ensure we function well for our colleagues and ultimately for our patient

They can't work like automations and leave their own feelings at the door. Therefore; organisations will understand that staff and patient experience are truly two sides of the same coin.

Here some points we focused,

Identifying your team's well being goals.

Creating a safe and inclusive space to talk about well being.

Looking after your emotional, physical and mental health.

Ensuring you have a safe working environment.

Collaborative and supportive relationships that promote social well being.

Finding meaning in the work you do and bringing your whole self to work.

Knowing where to go when you need well being support.

Review and revisit your team's well being culture and goals.

To achieve this , we have to identify teams well being goals.

Creating a safe and inclusive space to talk about well being .

Looking after your emotional , physical and mental health .

Ensuring you have a safe working environment.

Collaborative and supportive relationships that promote social well being .

Finding meaning in the work you do and bringing your whole self to work .Knowing where to go when you need well being support .

Review and revisit your teams well being culture and goals.

I have used purple/pink to define and create the bee brilliant board ‘Caring for you: our staff matter, as this is the colour symbol for caring for you.

A questionnaire/task was completed by myself by asking members of staff around the department, whether they may be a clinician, a dental nurses, a receptionist, a postgrad, or a consultant to ascertain what we do as a department that cares for them and what do they do as their role to care for others/staff/patients. This has now been shown on the board as each member of staff has described what they do to care for themselves and others.

The Restorative Department has a large footprint and our staffing levels are significant, as quite recently we have had a large amount of staff leaving for progression/mat leave and a new career change, this results in a heavy load of tasks for staff members to pick up. Within this, we encourage individuals to shape our workplace with innovation and ideas for improvement that can make staff members feel valued and cared for in times of need, especially when this can impact staff members' mental health or stress-related problems.

I wanted to show that the Restorative Department tries its best to create an environment that is united, compassionate, and supportive of our team, which we hope, “positively impacts on the care we provide to our patients.” Within this, I have created as shown on our board the many things we do and provide as a TEAM to make sure all staff members feel valued and feel that they can always speak up when needed, for example:

-          -Treat box

-          -Staff of the month rewards

-          -Quite Room

-          -Holidays designated for staff members that are much suited to have their annual leave taken during children's school break/holidays

-          -Multi-faith / prayer rooms

-          -Creating the yearly half marathon/10k within the MFT

-          Shout outs rewards / Excellence reporting

As mentioned on our Bee Brillant Board, we take our staff's concerns and matters very seriously. We have many Nurses within the Department who are mothers and need to dedicate their time to be/look after their children when schools are closed. We now offer this service for all nurses to be able to have their annual leave during all school/half term time, so this is benefitting the annual leave system for our nurses who care for this service.

As Restorative can be the busiest of departments, we understand how this can lead to stress, within this we now have what we call the ‘Quiet Room’ for staff members to take breaks when needed/read a book with many books provided or even have their lunch.

There is an element of realism within the Restorative department, and we are prepared to deviate and adjust accordingly, and to always encourage team input. We aim for continuous improvement with open and transparent communication from patients to staff and management striving to accept change with a positive outcome. Compassion is at the forefront of everything we do, we encourage inclusiveness and make sure that we are accessible to all staff whatever the problem be it work-related or personal.

The management team have also pledged to be 'super communicators' and having an open door policy to support and promote a positive talking environment, we have had a ward meeting and open discussions about improvements that can be made.

We have identified ways to reduce stress and promote positive teamworking and will be implementing a new 'team nursing' model early in March.

The CSU is also planning a wellbeing walk when the weather improves!

We included some valuable support resources that are provided by the trust that all staff have access to.

We also wanted to showcase some of the ward based ways we have tried to implement a positive team atmosphere such as our Brew Monday event, which was very successful and enjoyed by all staff.

We have used hearts to show that supporting staffs mental health and wellbeing is important to the ward.

We have also decided to reignite a couple of initiatives- ‘cuddle at the huddle’ which is at the daily huddle ensuring everyone is ok and ready to take on the days work, anyone who is not feeling great we would then know to keep an eye on them and keep checking in throughout the day. We have also re-started ‘time for tea’ which is an end of day coming together of everyone to again check in and ask each other how their day has been over a cup of tea and a biscuit. This also helps in problem solving any issues that have occurred during the day collectively as a team.

This makes a happier team and in return a more helpful, honest, and reliable member of staff.

One of our team is the Health & Wellbeing Champion of the department. She made a WhatsApp wellbeing group, where we all share good ideas to do with a healthy mind. This includes good films to watch, tasty recipes, exercise classes, information on help with the cost of living, support with transport, contact numbers for advice and much more.

We have a daily huddle to discuss the day ahead, and any issues that may arise.

Encourage staff to discuss any worries, or if they need some time out.

Some of us will have a walk at lunchtime and get some fresh air.

We work well together and try to support one another when we have life struggles, even if it’s just to take 10 minutes out to have a cup of tea.

We are lucky to have a team who prioritise wellbeing currently having 3 PNAs Adi, Jordan, Leanne and Sarah in training, 5 mental health first aiders and 1 F2SU Champion on the unit we aim to create a culture of openness. Following on from recent PNA feedback staff feel supported and engaged. We often engage in open invite events such as trips to the theatre, Kamils famous Curry night, family days at Heaton park and the notorious Christmas parties. On the unit we celebrate culture, bake off’s we are soon to have another pie contest – yum!  We even have a unit book club which is going strong after two years. These events not only help us to gel as a team it also cheers our patients up as they join in on the fun. We have an amazing Critical Care Garden Championed by our ACP Allison and tended to by our staff for the benefit of both our patients and staff. Our lovely Dr Sunil advocates strongly for our awake patients to utilise this facility and will facilitate transfers with the portable ventilators. Often leading to increased patient and staff wellbeing, patients have said its lovely being outside in the fresh air. A lot of our staff are very creative, macrame, crochet, knitting I create fidget toys with a 3d printer to help patient anxiety and rehabilitation.  We are considering a craft event to raise funds for additional items for patients a little luxury and pamper items to bring an extra smile to them and it feels so good as a nurse to see how much something so small can impact greatly. Self-care for all.

This was initiated by Natalie Porter who is our Professional Nurse Advocate. Week 1 saw the beginning of Breakfast Club and involved discussions around New Year Goals. Week 2 had an educational focus and we commenced the BBraun pump training within the team. Week 3 focused on mindfulness. Links to resources were made available in our staff room. Week 4 was about getting to know the team better with a fun facts quiz. Week 5 promoted getting active. Some of the team got together for a hike in the peak district and others have signed up to complete the Manchester 10k. The board has given us the opportunity to showcase this work and include the team pledge to continue a monthly breakfast club which everyone enjoyed.

Since January 2025 we have had a guest speaker, Well Being lead Gareth Beck at all Emergency Department Staff Meetings. Gareth has presented a EHW update to all ED staff and shared wellbeing resources available.

Since these meetings, 10 ED staff have downloaded the MFT WISDOM app.

Also included into our ED Staff Meeting wellbeing agenda is sharing positive friends and family feedback, we recognized that staff felt more negative than positive feedback was shared and by sharing positive patients feedback, this reinforces the amazing job our Nursing Team do!!!

We have also now embedded our Drop In Tuesdays for staff, this is a well attended session every Tuesday for staff to chat to the Unit Managers about any personal or work related issues.

To help keep the conversation flowing we have started a crochet club as one of our talented colleagues has got us all interested in learning with the amazing gifts and keepsakes she brings in for staff and their families. She tells us it is great for relaxing and give us a chance to sit and have a brew whilst learning something new.

We believe if we celebrate all the individual positive things each of our team brings to the table, it will create a positive working atmosphere, which will then support our patients. Also when we are feeling drained or tired, a little shout out to our excellence makes it worthwhile, which then produces a smile

The Call to Action is- Pledge to do one thing that promotes team wellbeing.

This quarter we asked each member of the team to commit to two pledges; one focused on themselves and one on their teams wellbeing. This got us to think about what’s important in order to keep us as individuals and as a team well and healthy both physically, mentally and emotionally. The main themes that emerged are; drinking more water, eating healthily, exercise and then caring for and looking after each other by effective, efficient, communication and listening. 

We have also decided to reignite a couple of initiatives- ‘cuddle at the huddle’ which is at the daily huddle ensuring everyone is ok and ready to take on the days work, anyone who is not feeling great we would then know to keep an eye on them and keep checking in throughout the day. We have also re-started ‘time for tea’ which is an end of day coming together of everyone to again check in and ask each other how their day has been over a cup of tea and a biscuit. This also helps in problem solving any issues that have occurred during the day collectively as a team

The Call to Action is- Pledge to do one thing that promotes team wellbeing.

This quarter we asked each member of the team to commit to two pledges; one focused on themselves and one on their teams wellbeing. This got us to think about what’s important in order to keep us as individuals and as a team well and healthy both physically, mentally and emotionally. The main themes that emerged are; drinking more water, eating healthily, exercise and then caring for and looking after each other by effective, efficient, communication and listening. 

We have also decided to reignite a couple of initiatives- ‘cuddle at the huddle’ which is at the daily huddle ensuring everyone is ok and ready to take on the days work, anyone who is not feeling great we would then know to keep an eye on them and keep checking in throughout the day. We have also re-started ‘time for tea’ which is an end of day coming together of everyone to again check in and ask each other how their day has been over a cup of tea and a biscuit. This also helps in problem solving any issues that have occurred during the day collectively as a team

We did this and have been having more frequent meetings, as well as our daily huddles, to keep in touch with each other, and ensure we are all okay and feeling supported, and ensuring everyone is looked after.

We have had multiple events where staff had had time to talk either in a open space or within closed doors supported by wellbeing champions, mental health first aiders and management. This is to encourager staff to feel they have a safe and inclusive space to open up and discuss any feelings, worry's or concerns.

We engage in our own employee of the month to show awareness of staff's hard work and dedication to the unit and patients.

We also have a monthly HUG IN A MUG donation from one colleague to another.

We recognise staff's awards/Wow's with displaying on twitter and a WOW appreciation wall on the entrance to the unit.

MFT have provided lots of activities and available information to the staff, we have promoted this on a monthly basis in our staff room on our staff wellbeing board.

Managers have a open door policy, but have set times every Wednesday for staff to be able to discuss any information they require.

Twitter shows all our activities we participate in and we love to share with our professionals.

Covid-19 placed incomparable challenges and pressure on healthcare professionals, with countless experiencing stress and burnout. In March 2021, Ruth May, Chief Nursing Officer for England, announced the immediate implementation of the PNA Programme in England, commencing with 400 critical care nurses. The board here displays the role of a PNA, how to contact them and who are the PNAs at the CSS, ORC campus.

The PNA is a qualified practising nurse who has undertaken Level 7 PNA accredited programme that has been developed around the A-EQUIP model (Advocating for Education and Quality Improvement). This model includes Restorative Clinical Supervision (RCS), which has proven to have a direct impact on recruitment, retention, staff engagement, compassion fatigue and reducing sickness.

The PNA calendars are exhibited on the staff wellbeing board, and the designated PNA for the team additionally communicates via email to the entire team whenever any member requires PNA assistance. The board also emphasises the qualitative research conducted by Health and Wellbeing Matron Catherine Applewhite in collaboration with Dr. Karen Kemp, Consultant Nurse and Head of Nursing Research at MRI. The project is entitled ‘Exploration of the influence of the Professional Nurse Advocate role on staff wellbeing in critical care at MFT: a qualitative study’. Our PNAs address professional concerns, including stress and career advancement, and facilitate reflection following traumatic or stressful experiences, ultimately enhancing staff wellness.

As part of our commitment to fostering a positive environment, we pledge to do one thing each day that promotes team wellbeing—starting with making at least one person smile. Additionally, we now end our morning core huddle on a positive note by recognising a colleague who has gone above and beyond, ensuring they feel valued. A small act of kindness can make a big difference.

We explored the connections between talking and emotional well being, and highlighted the importance of checking in with each other and how starting a conversation might change everything for someone in need, we also addressed the barriers that people experience with regards to talking.

We brought in to focus all the different supports available around the team, such as Health and Well being champion, Mental health first aider, Professional Nurses advocate, EHW,

For our call to action we pledged to make time for building a more connected team, by fixing dates for events for us to meet outside of work, our spring social event is in April. Our activity coordinator on the ward sent out a poll to decide on a date and an activity between us, and we are all looking forward to spending sometime together without the pressures in our day to day roles on the ward.

We celebrate each other's successes and achievements and actively listen to one another. During the summer, we participate in team-building exercises, such as walks in beautiful natural settings, to strengthen our bonds.                                                                                                                               

We celebrate festivals from all religions together to affirm our commitment to diversity and inclusivity. We strive to lead a healthy lifestyle through regular exercise, balanced nutrition, and maintaining good mental health.                                                                                                                    

Our manager and Matron support our team members by recognizing that our staff matter. They focus on: Continuing Professional Development, Recognition and Reward, Supportive Environment, Work-Life Balance, Health and Well-being Initiatives, Career Development, Team Building, Regular Feedback, Freedom to Speak & Quiet Room facility.

We also had a recent team building night out and on-site, we do ‘bring and shares’ to mark changes in staff and key events in people’s lives. Other significant team support we have done has included applying to get free pizza for team members and a team knitting event. Our health and well-being champion also leads some other events including team games.

We reflected for the board on some of the stark figures and how we could further support our staff so investigated some of the organisations highlighted at the Bee Brilliant event. These have been highlighted in team meetings. Also, we discussed as a team our ‘pledge’ in how we will support and care for ourselves. We have incorporated in our team meetings about maintaining and developing further a positive work culture and discussed being a ‘super communicator’.

We’ve found the board a way of building on our current health and well-being activities.

As part of our commitment to fostering a positive environment, we pledge to do one thing each day that promotes team wellbeing—starting with making at least one person smile. Additionally, we now end our morning core huddle on a positive note by recognising a colleague who has gone above and beyond, ensuring they feel valued. A small act of kindness can make a big difference.

The top left displays wellbeing support that is trust wide, for example Lime Arts, Freedom to Speak Up and Trade Unions. In addition, it provides support for Menopause and details for Mental Health First Aiders.

The remainder of the board focuses on wellbeing on the unit and how we continuously support each other as a team.

Take a Break and Destress with Colouring: On the bottom left of our board, we have provided sheets of colouring pages and felt tip pens, for staff to take.

Swim the Channel Challenge: An opportunity to swim 21 miles (as a team effort) in May.

Wellbeing Drawer: Staff bring nutritious snacks (and occasionally biscuits) to share with everyone on the unit. Staff particularly enjoy Naomi’s corn cakes with peanut butter!

Star of the Month: Every month, we recognise and celebrate a member of our team’s efforts.

Staff Nights Out: In November, we took part in an Escape Room, which definitely strengthened our team working skills! Recently, we held a Karaoke Night, which was kindly organised by one of our Doctors.

Take What You Need: For this part of our board, we decorated envelopes and filled them with positive affirmations, for staff to take.

We understand that our work can be tough, but so are we. We support one another, to provide a service that protects Greater Manchester's most vulnerable. The change starts with us, and by caring for ourselves and each other, we build a stronger foundation for the work we do.

We are MFT.

We are Safeguarding.

Our mental health first aider organised with ‘Andy’s Man club’ for them to do a talk via TEAMs to our Team.

Everyone has engaged within the team regarding the ‘Call to action’ which promotes the pledge to do one thing that promotes team well-being.

Within our next EHW hour for week 5, we plan to make the pipe cleaner bees and display more of them within the Bee Brilliant board.

As a team, we have organised and continue to organise team building sessions outside of work that are driven around exercise.

For example, in previous years we have as a group walked Snowden and The lakes.

We have organised Social netball sessions after work within the Team, which we have hired outthe Urmston leisure centre's gym.

In May, as a team we have planned and signed up to run the Manchester 10k as part of the Blue Wave.

Our Board Displays both our most resent events but also our first Cuddle Time.

We conducted a session where the staff used a talking exercise to bond with there colleagues. A discussion was held after the exercise and ways to relieve tension and stress were shared with the group.

These ideas and other research were added to the board, including the discussion topics.

Cuddle Time went well cementing old and new bonds between the staff, knowing that they are not alone if they need support.

Wellbeing and Support Initiatives:

Acknowledging the stresses inherent in a busy clinical environment, the ACU has instituted a range of wellbeing programs to support its team. “Wellbeing Wednesdays” serves as a dedicated safe space where staff can openly discuss their worries, fears, or concerns. This forum not only provides emotional support but also enables issues to be communicated anonymously to management, ensuring that staff voices are heard and acted upon.

Furthermore, the “Brief and Brew” initiative, held twice daily at 11:00 am and 11:00 pm, encourages team members to come together over a cup of tea. This informal gathering offers a platform for sharing challenges, seeking assistance, and building support among colleagues.

Communication and Engagement:

The ACU further reinforces its commitment to staff support through dedicated communication channels. A specialized Staff Wellbeing Board, located in the staff room, serves as an information hub where updates on mental health support, stress management strategies, and other wellbeing services are regularly posted. Also, we have wellbeing link nurses from each band's, who organize staff wellbeing program's and a variety of recreational activities—both indoor and outdoor—to promote team building and alleviate workplace stress.

Additionally, structured feedback mechanisms are in place to ensure continuous improvement and open dialogue. Regularly placed feedback boxes and scheduled ward meetings provide staff with confidential avenues to voice concerns. Monthly meetings, organized separately for each band of staff, further facilitate in-depth discussions about workplace issues and encourage mutual support across all levels.

Professional Development and Knowledge Enhancement:

Dedicated to enhancing clinical competencies, the ACU offers several targeted educational programs. “Teaching Tuesday’s” is a cornerstone of this initiative, providing staff with opportunities to deepen their understanding of various disease conditions and procedural techniques through interactive sessions. Also, the Education team has recently introduced a specialized training program titled 'PANDA', which is tailored to blend theoretical knowledge with practical skills, ensuring that staff remain at the forefront of clinical best practices and innovations.

Core Values and Outcomes:

At the heart of the ACU’s approach is the belief that helping each other and maintaining robust communication channels are pivotal to the unit’s success. Through these multifaceted initiatives, the ACU not only nurtures the professional growth and practical competencies of its staff but also creates a supportive and resilient work environment. This holistic strategy ensures that every team member feels valued, heard, and empowered to deliver the best possible care to patients

In summary, the ACU’s comprehensive staff wellbeing and professional development programs stands as a testament to its commitment to excellence—both in patient care and in fostering a workplace where continuous learning and mutual support are integral to its culture.

We then had a ward afternoon tea on shift as part of our afternoon break

• ‘Give Positive, Get Positive’: Staff can write positive comments about a colleague, and the recipient must return the positive feedback to another team member. This creates a cycle of appreciation and boosts morale. 

• ‘Improvement Suggestions’: This allows staff to provide constructive feedback, fostering a culture of continuous improvement and an open environment for suggestions on how to make the ward even better. 

A wealth of feedback was generated from our pilot coffee morning and we proudly display it on our staff board to celebrate successes and identify areas for further improvement. 

Additionally, we've introduced an additional daily 10-minute break for staff, encouraging rehydration and promoting overall wellbeing. The board also provides signposts to additional wellbeing resources, including Headspace, Bright Sky, and Worklife Central. 

To maintain engagement, we created an AMU Mental Wellbeing Quiz, offering fun opportunities for staff to win prizes. We also celebrate staff excellence regularly by featuring excellence reports in the staff room and reading them aloud during morning safety huddles, ensuring staff feel valued for their vital contributions to the trust. 

Our ward managers actively support staff wellbeing by promoting flexible working arrangements. Our Clinical Educator, Amy, further supports employee wellbeing by encouraging participation in continued professional development through link nurse roles and organizing additional training opportunities. 

Ultimately, successful staff wellbeing hinges on the continuous recognition of colleagues' contributions, fostering work-life balance, and actively addressing challenges through quality improvement. The ‘Tea, Toast, and Talk’ initiative demonstrates our commitment to celebrating achievements and identifying areas for growth. Staff wellbeing remains a core value at AMU/SDEC, and we strive to continually improve and succeed in this area. 

We also arranged a team dinner, where we stepped away from work to enjoy a meal together, providing an opportunity for everyone to bond and unwind in a more casual setting. Another highlight was our flower-making session, where team members engaged in a creative, hands-on activity that allowed us to relax and unwind while expressing ourselves through art. This session not only boosted creativity but also helped reduce stress and fostered a sense of accomplishment and teamwork.

 In addition to these activities, we held regular check-ins to ensure that everyone felt supported and heard.

Through these initiatives, we not only promoted physical health but also nurtured stronger relationships within the team, helping everyone feel valued and connected. The combination of social events, physical activities, and open communication significantly boosted team morale, reduced stress, and enhanced our overall sense of well-being.

We pledge to do a Time to Talk session on the first Thursday of every month where staff can come between 11am-2pm in the Lavender Room on the ward. It is all about taking 5 minutes, getting comfortable, start talking, making the time to share, having a brew, pulling up a chair. Everyone chooses what they use this time for, as they may just want 5 minutes peace of mind.

We carried out Brew Monday and Time to Talk Event which was enjoyed by the staff.

We have used them photos and feedback from these events on our board to show that everyone in the team matter and what a difference it made to the staff and the multi-disciplinary teams working on our ward.

We have a Health & Wellbeing board which has vast information regarding mental health support, health and wellbeing support, what’s on in that month, self-love board quotes done by ward staff. We have ward 78 newsletter updates every month which mentions Bee Brilliant board, IQP, learning focus, shout outs and events.

 The Health and Wellbeing board is situated outside the Ward Managers office, for easy access and this gets updated every month and all staff get updated via email.

We have Health & Wellbeing Champion and Mental Health First Aider - Yasmin Khuram and Professional Nurse Advocate - Emma Beasley.

Both are always happy to listen to staff concerns/problems or anything they would like to discuss.

 We have daily morning and afternoon huddles to keep staff updated and this gives them the opportunity to raise any concerns during the shift.

We concentrated on the fact that: 'If you don't take time to look after yourself, how can you look after others! So Try and Make Time. '

On our department we have a wonderful staff that will listen and help when things are tough. There's the wellbeing team that we can contact if we need counselling, we have our manager that support us.

We talked about being active- exercise will help reduce some of the emotional intensity that you're feeling, clearing your thoughts and reduce stress levels.

Connect with people, support of colleagues, friends and family. Have some 'Me time', socialise relax or exercise.

We have bring and share days. We as a team discussed healthy eating and keeping hydrated. 'You are what you eat.' Eating everything in moderation, enjoy food. We have multicultural bring and share, chinese, Indian, Greek, Mediterranean foods. This cheers us up and helps us understand authentic cuisines.

We have our morning huddles in the morning and team debrief at the end of the day to help us process the day.

This bee brilliant board is a simple illustration on how the team has got together to pledge on wellbeing and helping each other.

“Kindness- it costs nothing, but means everything”

Since April 2024, Cardiac Surgery services moved across to Wythenshawe. This has been a very big change for all the staff on CICU with lots of challenges. Many staff have worked in Cardiac ICU for many years and have a wealth of knowledge and expertise.

Over the past year we have still had the identity of being called CICU, although our patient group has changed now including patients who have had Vascular surgery, head and neck surgery, and cardiology.

From April 2025 we will officially be part of Manchester Critical Care and also we will be changing our name.

To help prepare staff and allow them time to talk ahead of the team engagement sessions, our Ward Manager has arranged a weekly breakfast club to enable staff to come together to express their worries, feelings and ask questions, alongside having a breakfast “feast”.

We are lucky to have 4 Professional Nurse Advocates (PNA) that work in CICU, the breakfast club is supported with a PNA, who has been available to offer 1:1 and group support, if staff required it during or after the breakfast club. Our Ward Manager is also a Mental Health First Aider and a Health and Wellbeing champion, so we had lots of support for all of our lovely team.

The feedback from our breakfast club, has been very positive.

“It’s been nice to openly express our feelings”

“I appreciate all the effort that has been put in to make the staff feel wanted and listened to”

We are starting our staff engagement sessions for the whole team, from the 24^th March 2025. These sessions will be both informative, supportive, and allowing staff to talk with the Senior team.

Within the wider Critical Care environment, the team encourages staff wellbeing through the refurbishment of the Critical care break room, providing comfy chairs and increased dining tables, allowing staff to eat together and decompress and reflect during break times. Dedicated locker spaces, labelled for each staff member, have also been provided. Organised all-year gardening activities at RHS Bridgewater, and hikes with our MRI Movers walking group, encourage and welcome staff to come together and improve their health physically, mentally and socially through being in nature.

Wellbeing and Support Initiatives:

Acknowledging the stresses inherent in a busy clinical environment, the ACU has instituted a range of wellbeing programs to support its team. “Wellbeing Wednesdays” serves as a dedicated safe space where staff can openly discuss their worries, fears, or concerns. This forum not only provides emotional support but also enables issues to be communicated anonymously to management, ensuring that staff voices are heard and acted upon.

Furthermore, the “Brief and Brew” initiative, held twice daily at 11:00 am and 11:00 pm, encourages team members to come together over a cup of tea. This informal gathering offers a platform for sharing challenges, seeking assistance, and building support among colleagues.

Communication and Engagement:

The ACU further reinforces its commitment to staff support through dedicated communication channels. A specialized Staff Wellbeing Board, located in the staff room, serves as an information hub where updates on mental health support, stress management strategies, and other wellbeing services are regularly posted. Also, we have wellbeing link nurses from each band's, who organize staff wellbeing program's and a variety of recreational activities—both indoor and outdoor—to promote team building and alleviate workplace stress.

Additionally, structured feedback mechanisms are in place to ensure continuous improvement and open dialogue. Regularly placed feedback boxes and scheduled ward meetings provide staff with confidential avenues to voice concerns. Monthly meetings, organized separately for each band of staff, further facilitate in-depth discussions about workplace issues and encourage mutual support across all levels.

Professional Development and Knowledge Enhancement:

Dedicated to enhancing clinical competencies, the ACU offers several targeted educational programs. “Teaching Tuesday’s” is a cornerstone of this initiative, providing staff with opportunities to deepen their understanding of various disease conditions and procedural techniques through interactive sessions. Also, the Education team has recently introduced a specialized training program titled 'PANDA', which is tailored to blend theoretical knowledge with practical skills, ensuring that staff remain at the forefront of clinical best practices and innovations.

Core Values and Outcomes:

At the heart of the ACU’s approach is the belief that helping each other and maintaining robust communication channels are pivotal to the unit’s success. Through these multifaceted initiatives, the ACU not only nurtures the professional growth and practical competencies of its staff but also creates a supportive and resilient work environment. This holistic strategy ensures that every team member feels valued, heard, and empowered to deliver the best possible care to patients

In summary, the ACU’s comprehensive staff wellbeing and professional development programs stands as a testament to its commitment to excellence—both in patient care and in fostering a workplace where continuous learning and mutual support are integral to its culture."

"Bee Brilliant: Caring for You – Our Staff Matter," showcasing our commitment to staff well-being on Ward 30 Opal SDEC/The Discharge Lounge.

Our display board was created by senior support worker Kay-Lee Dobson and registered nurse Kimberley Balon.

Both attended the Bee Brilliant lecture and spent a full morning working together to create a display that not only catches the eye but also clearly offers good information and resources for staff surrounding well-being and taking care of yourself.

Following this a meeting was held and attended by our ward manager Natalie Hill, Lizzie Ownes , Olivia Tabberner and Kay-Lee Dobson.

Within the meeting it was discussed what more we could be doing as a team to support each other and help boost staff well-being.

As an outcome we are currently running weekly staff well-being sessions, facilitated by our dedicated senior support workers, Olivia Tabberner and Kay-Lee Dobson, along with our ward activity coordinator, Lizzie Owens.

Drawing inspiration from the Bee Brilliant lecture, these sessions encompass a variety of uplifting activities such as team building exercises, card making and crafts, doughnut days, and hand and head massages.

Our goal is to cultivate a calming environment that fosters relaxation and boosts staff morale and mental health. By prioritising staff well-being, we believe we can reduce stress levels, leading to improved patient care and support.

Furthermore, these initiatives emphasise the importance of building strong working relationships within our team, promoting open communication and collaboration, which are essential for a positive and productive workplace.

As a ward we work hard to support and care for each other. Staff have made pledges to reinforce this support. As a Ward we regularly give shout outs to each other to recognise hard work and

commitment. These shoutouts are then used to choose an Employee of the Month, who is then rewarded with a treat of their choice!

We also enjoy spending time with each other outside of work, regular wellbeing walks and hikes are planned and enjoyed by many members of the team.

To create a space for relaxation and rejuvenation, the ward is setting up a quiet room every month, equipped with a massaging chair and aromatherapy, allowing staff to take a moment to unwind and recharge during their shifts. Healthy snacks are always available to promote physical wellness and provide a refreshing energy boost throughout the day.

The team also values building a sense of being together outside of work, organizing staff night outs as an opportunity for bonding, relaxation, and socializing in a casual and enjoyable setting.

Additionally, Ward 32 actively promotes a healthy diet, encouraging nutritious eating choices and providing resources to maintain good health. For example: organizing breakfast mornings or preparing a ginger shots in our ward juicer for everyone.

We also have a Staff Wellbeing Board in our staff room, to display useful information about wellbeing, available support at MFT and announce upcoming events.

Our MH First Aider Joanna, and Wellbeing Champion - also Joanna :) are always there to support staff with a meaningful conversation and advice.

Music is often played on the ward, creating a positive and uplifting atmosphere that enhances both the work environment and the mood of the staff. Casual conversations are encouraged, offering a space for connection and mental wellbeing as staff can share experiences, express themselves, and build stronger relationships.

On an everyday basis, staff members demonstrate kindness and helpfulness, ensuring that each individual feels supported and appreciated in their role.

We began brainstorming ideas that can help identify how we can encourage and promote wellbeing within the team. We wanted to know where people struggled at work and how we can combat this. We asked the team to complete the ‘’Stressor Hexagon’’. We asked the team to score from 0-10 how they felt within their role, team relationships, control, support, demands and career.  We highlighted a key theme, which was people felt demands where most effecting their wellbeing at work. As our service continues to grow and expand, each discipline in the team is feeling the strain. We hope to boost moral in the office by introducing weekly team lunches, we have set up a rota within the team for new referrals when certain hubs are at their limit or have staff sickness. We work well actioning inter team referrals when necessary to firstly ensure patient is receiving all the necessary input required and to ease caseload pressures.

On our board, we have broken down each element of the stressor hexagon and identified the positive influences we have on each section. Such as, in the Role section we have shown we have champions (both clinical and non-clinical) we have weekly and monthly education sessions, and our excellent MDT working.

We hope you like our board!

Community Specialist Palliative Care team – Macmillan

The cornerstone Centre

Manchester

M11 3AA

0161 470 6719

This quarter, the focus of our BEE Brilliant board was Our Team’s Well-Being. The board highlighted various resources available within our trust, including health and well-being programs and courses designed to support both personal and team well-being. We also shared key insights from the BEE Brilliant presentation during our Service Development Day.

Our team members expressed strong interest in the different well-being courses, eager to use the knowledge gained to support both themselves and their colleagues.

Call to Action: Pledge to do one thing that promotes team well-being.

The board emphasises two key aspects that can promote team well-being:

1. Self-Care: It’s impossible to contribute to team well-being without being well yourself. We highlighted practical self-care tips, employee well-being programs such as the Employee Assistance Program (EAP), Employee Health and Well-Being services, and other resources.

2. Contributing to Team Well-Being: This involves offering support to your team members when needed, whether through active listening, encouragement, or practical assistance. We also highlighted strategies for engaging in meaningful conversations with colleagues about their well-being, prioritising both compassion and professionalism.

We also discussed how employee well-being contributes to the overall success of the workplace. Benefits include reduced stress, fewer absences, increased productivity and engagement, and higher employee retention rates.

To help illustrate how different levels of well-being impact employee performance and behaviour, we used Maslow’s Hierarchy of Needs:

• Basic Needs: These include essential aspects like break times, proper nutrition and hydration, a healthy work environment, and the availability of Personal Protective Equipment (PPE), among others.

• Psychological Needs: Regular well-being check-ins, a sense of belonging, opportunities to speak up, being heard, and compassionate leadership.

• Self-Fulfillment Needs: Support from the team to deliver excellent patient care, as well as opportunities for personal and professional development.

By addressing these needs, we can create a more supportive and effective workplace that nurtures both individual and team well-being.

We made personal pledges which included having a listening ear, to be kind and considerate, create a positive working environment, to support those in need and take time out for me.

Our team pledges included keeping up with our wellbeing through feel good Friday music, morning chats, nights out, book and recipe swapping, weekly positive quote. We include a variety of trust initiatives, Time for you, MSK clinics, Lime arts, Mental health first aiders.

We chose was a quote ' You don't know how fast you have been running, how truly exhausted you are until someone stands behind you and says 'Its ok you can fall down no , Ill catch you' Evelyn Hugo.

We are lucky to have a wellbeing room in our department, this room is cosy and allows staff to take some time to chat / reflect or debrief. 

Recently, we have started a monthly movement session to help look after our health and wellbeing. Last month AHPs took part in Brazilian jujitsu and thoroughly enjoyed it. We have added a sign-up sheet on our board to encourage others to join in the next session. We also run early morning yoga sessions to help unwind and relax before work.

Furthermore, we have organised a quarterly book swap. This gives staff a chance to come together at lunch to have a chat about their favourite book and borrow a new one.

Additionally, we have placed a list of our health and wellbeing champions and their latest health and wellbeing bulletin which focused on sleep.

Lastly, our pledge is to start a monthly game at lunch!

We hope by advertising different wellbeing initiatives we can help encourage staff to partake in them 😊

This quarter, the focus of our BEE Brilliant board was Our Team’s Well-Being. The board highlighted various resources available within our trust, including health and well-being programs and courses designed to support both personal and team well-being. We also shared key insights from the BEE Brilliant presentation during our Service Development Day.

Our team members expressed strong interest in the different well-being courses, eager to use the knowledge gained to support both themselves and their colleagues.

Call to Action: Pledge to do one thing that promotes team well-being.

The board emphasises two key aspects that can promote team well-being:

1. Self-Care: It’s impossible to contribute to team well-being without being well yourself. We highlighted practical self-care tips, employee well-being programs such as the Employee Assistance Program (EAP), Employee Health and Well-Being services, and other resources.

2. Contributing to Team Well-Being: This involves offering support to your team members when needed, whether through active listening, encouragement, or practical assistance. We also highlighted strategies for engaging in meaningful conversations with colleagues about their well-being, prioritising compassion and professionalism.

We also discussed how employee well-being contributes to the overall success of the workplace. Benefits include reduced stress, fewer absences, increased productivity and engagement, and higher employee retention rates.

To help illustrate how different levels of well-being impact employee performance and behaviour, we used Maslow’s Hierarchy of Needs:

• Basic Needs: These include essential aspects like break times, proper nutrition and hydration, a healthy work environment, and the availability of Personal Protective Equipment (PPE), among others.

• Psychological Needs: Regular well-being check-ins, a sense of belonging, opportunities to speak up, being heard, and compassionate leadership.

• Self-Fulfillment Needs: Support from the team to deliver excellent patient care and opportunities for personal and professional development.

By addressing these needs, we aim to create a more supportive and effective workplace that nurtures both individual and team well-being.

Staff have written their own pledges on the board to help improve their own well being. As a ward e are aiming to ensure that all staff are aware and know how to access Wellbeing resources. The EHW team attended a ward study session to promote their services to our staff.

In addition to promoting kindness and compassion, we’ve highlighted how our team actively contributes to well-being through our various champion and additional roles. This includes the Freedom to Speak Up Champion, Legacy Mentor, Professional Nurse Advocate, and Mental Health First Aider roles — each of which plays a vital part in fostering a supportive and psychologically safe environment.

Our board also features individual pledges, where team members have shared their personal commitments to self-care along with practical actions they can take to maintain their own well-being.

We've included a reflection on the importance of a healthy team, emphasizing that well-being is personal, dynamic, and requires a tailored approach. Creating a positive team culture — built on flexibility, recognition, and respect — is key to ensuring our colleagues feel valued and supported.

Finally, we’ve showcased the 7 Kinds of Kindness, encouraging small yet impactful acts that contribute to a healthier, happier workplace. From sensory and social kindness to emotional and creative gestures, we believe kindness is a superpower that each of us can embrace daily.

By pledging to "Bee" kind in all aspects of our work, we are striving to create a healthier, stronger team — and ultimately deliver better care for our patients.

1. CONNECT: Good relationships are important for our mental wellbeing. It is good to talk and share our positive experiences, offer emotional support and build a sense of belongingness. our CONNECT CHAMPION who is also our mental health aider supports staffs by addressing the wellbeing needs and signpost to the MFT EHW in an extra-ordinary way. She also arranges various employee day outs (CARAVN TRIP PLANNED IN APRIL2025, coffee mornings, Friday feedback sessions to connect with the team members.

2. BE ACTIVE: Various studies have proved that being active not only increases your physical fitness but also boost your mental well being. our BEE ACTIVE CHAMPION has pledged that she will make sure that the team members are moving from their desks (off screen) and introduced a well being walk to keep us active and mentally fresh.

3. GIVE TO OTHERS: Research suggests that acts of giving and kindness can help improve your mental wellbeing by creating positive feeling, inner self worth and sense of award to yourself. our HELPING CHAMPION who is also extra-ordinarily performing the role of health and safety address this theme by carrying out various risk assessments to ensure employee well being and safety. he always makes sure that everyone is treated with kindness.

4. LEARN NEW SKILL: Learning new skills improve mental wellbeing by boosting self confidence, building a sense of purpose and also helps to connect with others. Our STAFF ENGAGEMENT CHAMPION keeps us engaged in various team activities that keeps us connected within the team. she also makes sure every opportunity for EHW is utilized to engage staff in wellbeing.

5. PRACTICE MINDFULLNESS: Paying more attention to our thoughts and feelings, your body and the world around ourselves help us enjoy and understand ourselves. our SUPER SUPPORT CHAMPION address this team by practicing a open door policy & sign post us to the various EHW services at MFT services. She reminds us monthly about the staff rewards and make sure the team members are taking advantage of this and enjoying the benefits.

Overall we the medical research team are the best in supporting each other, compassionate to one another, value one another and more. "WE ARE NOT JUST A TEAM WE ARE A WORK FAMILY".

We also proudly announce that our team has WON the R&I GEM AWARDs 2025 in the categories of STAFF ENGAGEMENT AND SUPPORT, QULAITY IMPROVEMENT.

A caring work environment boosts team morale and reduces stress.

Employees are more likely to stay in an organisation where they feel respected and appreciated.

Happy employees are more engaged, innovative, and committed to achieving organisational goals.

Supporting mental, emotional, and physical well-being creates a healthier, more resilient workforce.

Practical ways to show care include providing growth opportunities, recognizing achievements, listening to feedback, and ensuring work-life balance. Small gestures of empathy and understanding can make a huge difference.

We are lucky to have wellbeing initiatives suitable for the majority of the workplace already. We have, as examples, a spacious staff room and balcony, free hot drinks and coffee, access to PNA support, a wellbeing room, sports events, walks, buffets, bake sales and a shout out board to celebrate our colleagues when they go the extra mile.

Taking this into account, we chose instead to focus on the individuals in the team, spending time selecting a small action which had personal meaning to each person. We held a “Pledge Event”, where each staff member involved chose a SMART goal and strategies to help the pledges be put into action. One of the most popular pledges was to “take 5 minutes at the end of each shift to think of 3 things to be grateful for”. Other pledges included hydration, reading and spending more time in prayer.

The aim of the board is to prompt further positive change as staff not involved in the event that week can be inspired by their colleagues’ ideas. We created laminated lanyard inserts where staff could write in their personal pledge and it would serve as a reminder.

We are lucky to have wellbeing initiatives suitable for the majority of the workplace already. We have, as examples, a spacious staff room and balcony, free hot drinks and coffee, access to PNA support, a wellbeing room, sports events, walks, buffets, bake sales and a shout out board to celebrate our colleagues when they go the extra mile.

Taking this into account, we chose instead to focus on the individuals in the team, spending time selecting a small action which had personal meaning to each person. We held a “Pledge Event”, where each staff member involved chose a SMART goal and strategies to help the pledges be put into action. One of the most popular pledges was to “take 5 minutes at the end of each shift to think of 3 things to be grateful for”. Other pledges included hydration, reading and spending more time in prayer.

The aim of the board is to prompt further positive change as staff not involved in the event that week can be inspired by their colleagues’ ideas. We created laminated lanyard inserts where staff could write in their personal pledge and it would serve as a reminder.

It includes risks of stress and how to recognise when mental health is being impacted by work, and the impact this can have.

The board touches upon the strategies we are taking to improve mental health within the workplace. At Opal House we optimise recognition of staff as this amplifies well-being. We also promote improving physical health through eating well and exercise.

To do this we have an Opal House 'Shining Star of the Month', voted for by colleagues each month, to ensure each staff member feels valued and their hard work recognised. In February for Valentine's, we incorporated within the staff board an anonymous platform of love hearts where staff can write positive feedback about other staff.

We also hold a monthly 'bring and share' where staff members are invited to bring food, share their perspectives, ideas, and concerns freely, which helps to promote awareness and openness with mental health and well-being discussions.

When given the chance to speak without worry, staff are more likely to voice their struggles and concerns.

This gives staff a sense of progress and highlights specific strengths which creates a more supportive and collaborative work place. It improves staff morale as it promotes satisfaction in work and an improved sense of teamwork.

Overall this promotes a more positive working environment and improves teamwork and collaboration, therefore improving patient care. We believe that in order to look after other people you have to first take care of yourself!

The board was initially created following a chat to all the staff, a cup of tea and sharing a pack of biscuits. So, we portrait this in the board started with a simple informal conversation turned into more productive, expressive and getting to know each and everyone. On these occasions it is rarity to get everyone for a chat and sit down together on a busy ward like complex medicine. Which is always lack of time to do these simple things. A simple conversation and happily discussing what matters and chatting to all the staff. We need this more often.   

Some of the activities include:

PARK AND PICNIC CLUB- Tuesdays in the summer holidays

will be for picnics in the park!

Bring your favourite sandwiches,

children and/or dogs to Wythenshawe Park.

CURRY CLUB 

Celebrate payday with a curry throughout the summer! Last Thursday of every month.

WINE CLUB

Wine tasting @ Cork of the north - 3 pairings. Once a month

PARK RUNS

Every Saturday 9am

Parks to be confirmed during the week

We have also organised larger group outings at Alton towers, a summer BBQ, and a day trip to the seaside.

Some of the activities we have tried to ensure suitability to bring children especially during the summer holidays.

On the unit we regularly hold “time to talk” sessions where staff will gather for tea and biscuits at our hydration station. All members of our MDT are welcome to join and take some time out of their day to chat with colleagues.

Staff have placed their pledges on a tree, symbolising the idea that like fruit good health in body and mind is essential. Without it, we cannot thrive, work effectively, or support those around us.

This initiative was brought to life by Maribel, Anna and , with invaluable contributions from Charlotte, Sheila, and Meena. Thank you, Team—this is where teamwork truly shines! 😉