Still smouldering
We hear a great deal about burnout in the NHS - this article by NHS employers says that many NHS staff are suffering ‘physical and emotional exhaustion’ from ‘experiencing long term stress’ or working ‘in a physically or emotionally draining role for a long time’.
Helping staff who are emotionally and physically drained is not just good for staff, but financially benefits the organisation and improves patient care. Solutions suggested by NHS Employers include increased staffing, better training especially in leadership, and recognising the pressures that affect mental health.
These solutions are all reasonable. But they do not apply to everyone. Many health professionals recognise the pressures they face post-Covid, with longer waiting lists, staff absences, resource limitations and public disapproval of the service but would not recognise themselves as physically or emotionally exhausted. For the majority, it’s a matter of continuing to turn up and do your best in increasingly difficult circumstances. Crucially, however, many are recognising on a daily basis that their best just isn't as good as it used to be.
Staffing levels are important and contribute to the stress of the workforce. Having to cover other people's work, either through sickness absences or vacancies, reduces your own contribution. Unhappiness tends to spread. Whistleblowers, those critical of the service, facing discipline or litigation, have an especially bad experience within the NHS.
If you do indicate that you are experiencing work-related stress, you will usually be offered one of the following:
Management skills training
CPD and professional development
Medical review
Mental health, especially talking therapy
Workplace stress is not usually assisted by additional CPD and Management Training and our absence from work during these periods of training only adds to the stress of our colleagues. Unless we are physically or emotionally unwell, medicine, in whatever form, is not going to help either.
I believe in the power of Coaching as a listening exercise from which healthcare staff will benefit. Coaching offers a safe and confidential space for a health professional to articulate and thereby understand their current situation with clarity, perhaps for the first time. They are then able to consider their options and plan the next steps in their career. Solving the structural and workforce issues will help in the long term, but we need staff who are happy where they are, can put up with the many imperfections of the NHS, are clear about their career aspirations and committed to their roles. Alternatively we need to empower staff to make the right decisions for themselves, and to consider alternative roles and career directions.
Most NHS Staff are motivated to provide good care. Their main frustration is that, at the moment, the NHS is simply getting in the way of their ability to do this. Most are not yet burned out, but just smouldering.
We need staff to promote Coaching within their NHS organisation so that it becomes one of the range of options offered to people who request it, especially those experiencing workplace stress. For those who find themselves isolated within their organisation, or considering a chnge of role, the opportunity to speak to someone external to their workplace is essential.
Finally, if you think you might be smouldering please do something about it before you reach burnout. There are trained and experienced Coaches ready and able to help. It could begin with a free no obligation 30 minute conversation which you can book here. If I am not the right Coach for you, I will recommend somebody else who might be.