Facilitating Teams Support

Encourage peer support/ buddy systems/ regular team huddles and reflective practice including shift reflection (Ragoobar, 2020). 

During the pandemic, teams may be overwhelmed by high patient volume, scarce resources and challenging cases. Therefore, it is important to:

1. Recognise wins and successes to have a ‘collective efficacy’ that team can succeed current conditions.

2. Support teams to sustain shared roles and priorities by sharing common understanding of key elements.

3. Acknowledge and recognise the contributions of those working ‘behind the scenes’ to help them stay engaged and help prevent working in silos.

4. Build and sustain psychological safety to which team members can speak up or admit a mistake.

5. Emphasise and promote team mutual monitoring: the situation, team performance and teammates.

Case study: North West London – Keeping Well – Check in and out 

Case Study: North West London – Keeping Well Conversation Cafes (CC)

Case Study:  West London Trust – Reflective Practice

SLaM Buddy Systems Case Study

Useful links

Reflective practice – Ragoobar, 2020

Mind – peer support directory

Greater Manchester Buddy Guide

Greater Manchester Facilitated Peer Support

Promote REACT mental health conversation training for managers, to enable them to support staff through compassionate, caring conversations about mental health and emotional wellbeing as well as resources, toolkits and guidance including ‘check-ins’ and check out with each individual within the team in a structured, psychologically safe way, at the start and end of shifts.

Useful links

NHS People – REACT training

NHS People – support for leaders – resources, toolkits and guidance

Greater Manchester Resilience Hub – check-in guide

Ensure support for team leaders who also need respite/backfill and acknowledgement/support from their leaders for psychological wellbeing to be fostered and maintained.

Case study: SLaM rest and recharge hubs