Amanda McFarlane

Technology is constantly changing, new updates, new platforms, new advances to improve on the gaps or areas that required improvement from a baseline version. It doesn’t matter if you work in a variety of healthcare settings, keeping an ear out about changes won’t be as greater shock when the company decides to suddenly change its systems.

I’m in agreement with this article. Every workplace has its challenges and every role in the workplace will have their own challenges. In order to improve the workplace or improve the manner of which we feel in the workplace, we need to identify the root cause that is impeding on your happiness at the work site. Finances aren’t always the culprit, usually it’s worth, contribution factor, treatment by colleagues, workplace out of office connections. Sometimes if it doesn’t feel right, it isn’t.. and a change is in order to improve your focus and your mental health. Challenge yourself to find something new and exciting.. and take it from there - you never know until you try.

This can be a tricky topic, and here’s why.. there are individuals that have a good set-up of a work-life balance and there are some that do not. I have witnessed countless times where an event happens in an individuals life and they bottle it up, they have not developed a good coping mechanism that allows them to more forward from that event. It has taken me many years, and many managers later, to develop a team rapport where if something is bothering them, then I have appropriate referrals pathways to better meet their circumstance/s. Sometimes it only needs a caring ear or impartial ear. It’s best not to give an opinion but to actively listen to the individual and offer suggestions, so that they are empowered to make their own choices!

- with feedback - from staff, management, residents, students, families - with reviews conducted by senior management - identifying trends and/or gap analyses - then updating the continuous improvement plan - creation of practice pathways based on best practice - utilisation of the aged care quality standards - review of incidences occurring over a given time - comparison measures against a state average or company average

Stakeholders that I have come across like to see a paper pamphlet. Now for a company who is trying to go paperless this can pose as a challenge, but regardless of that, it is the choice of the stakeholder. Maybe on a first meeting, discuss how they wish to be communicated about changes and developments and tailor your approach. Effectiveness is a reflection of good communication, no matter the approaches method.

I would consider in the beginning asking the team what are their areas of interest in learning more about and what their goals are. A good manager identifies these key areas and works with the team to achieve their goal in health literacy, mechanical manoeuvres, active practice and ongoing support following the primary training given. Monthly goals can be set and staff involvement will require a minimum participation monitor. This will help identify areas of improvement with individual personnel, empower the personnel to specialise in certain areas, and encouraging team leaders to be created, so when brand new personnel require more face-to-face support, they can also liaise with the Team Leaders as well as managers for direction and care.