Search

Departments should be aware that colleagues may still attend work even when they do not have the physical or psychological resources to do the job well. Processes should be in place to address these situations sensitively.⁵⁴

Departments should be aware of the factors that increase the risk of stress, burnout and depression and the impact this may have on sick leave. Departments should make use of tools such as burnout questionnaires to identify departmental wellbeing and focus support.⁵⁵ Departments should consider how to support colleagues in opportunities to exercise and provide adequate time to allow...

Departments should be aware of the increased risk of suicide in healthcare workers, the increased vulnerability due to access to drugs and potential trigger factors including adverse events, litigation and investigation, conflict with colleagues and significant life events.^56,57

There should be clear guidance on the behaviours expected of all colleagues and a mechanism for colleagues to raise concerns about poor behaviour of colleagues.¹²

Departments should have a clear policy for responding to challenging or negative behaviours,, including sexual misconduct in accordance with the organisation’s Sexual Violence/Sexual Safety Policy.⁵⁹ This may include a step wise remediation and intervention approach depending on the frequency and severity of the negative behaviour.^60,61

Departments should encourage conversations about negative behaviours and the delivery of effective feedback to colleagues.⁶²

Training should be provided to identify negative behaviours and assess the impact this has on patient care and other colleagues, and to identify ways of managing colleagues whose behaviour gives cause for concern.^63,64,65  This should include active bystander, unconscious bias and awareness-raising training for all members of the healthcare team, with specific reference to dealing with incidents of sexual misconduct.⁶⁰

Departments should review factors which may contribute to certain behaviours and should promote factors which encourage positive behaviours and address factors that may result in negative behaviours.

If it occurs, review of negative behaviour should be undertaken promptly and by a neutral colleague following local workforce policies.

Corrective action should be fair, proportionate, prompt and should involve remediation. Action should exhibit compassion and should acknowledge individual, personal circumstances. Continuing support may be helpful, for example mentorship.