caring for carers: practical wellbeing strategies for healthcare teams.

Our research found that 60% of workers would choose a less stressful role over higher pay. This is particularly relevant in a high-pressure field like healthcare, where emotional toll and burnout are common risks for employees. As a leader, reducing systemic stressors is the most powerful retention strategy.

While remote work isn't always an option in healthcare, the desire for flexibility is real. Our data shows that 59% of workers would trade a higher salary for greater control over their working hours. Clinical staff value input into their rostering, with flexible start/finish times, minimised back-to-back shifts, and optional overtime. Respect for personal time is a powerful indicator of employer value.

For long-term retention, beyond pay and flexibility, employees are driven by managerial support for career development (68%) and a connection to shared organisational values (67%). This suggests that building a culture of care and support is essential to keeping your team for the long haul.

Make asking "R U OK?" a regular part of your leadership style. This simple question, when followed by genuine listening and action, can make a significant difference.

Move beyond informal chats. Implement mandatory, structured debriefing sessions (Critical Incident Stress Management) led by trained professionals after significant or traumatic events (e.g., paediatric code blues, patient loss, major incidents).

Establish anonymous feedback channels to allow employees to share their experiences and suggestions regarding workplace wellbeing without fear of judgement.

Openly discuss the importance of mental health, share your own strategies for managing stress (where appropriate), and demonstrate a commitment to work-life balance.

Ensure employees have clear and confidential pathways to mental health support, such as Employee Assistance Programs (EAPs) or partnerships with local mental health services. Promote these resources regularly.

Train key team members in Mental Health First Aid to equip them with the skills to recognise, understand, and respond to signs of mental health challenges in their colleagues.

The Department has a range of resources and recommendations on how to improve employee wellbeing and manage stress in aged care workplaces.

Advocate for and implement appropriate (and compliant) nurse-to-patient ratios to reduce critical workload pressures and ensure employees have the time and resources to provide quality care without feeling overwhelmed.

While you can't generally offer remote work, you can provide time flexibility. Could you offer flexible start and finish times? Can you minimise back-to-back shifts or last-minute roster changes that contribute to burnout? Giving your staff input into their work schedule demonstrates that you respect their time and personal lives, which our research shows is a highly valued trade-off.

Actively monitor the frequency of 12-hour shifts and double shifts. Implement mandatory rest periods between shifts and ensure staff are not pressured into accepting mandatory overtime.

Provide workshops and training programs focused on building resilience, stress management techniques, and coping strategies for dealing with emotionally challenging situations.

Offer training in effective communication, particularly for handling difficult conversations with patients, families, and colleagues.

For migrant workers, consider offering language proficiency training and cultural assimilation support to reduce acculturation stress and foster a more inclusive environment.

Go beyond basic training. Invest in cutting-edge ergonomic equipment and refresher training tailored to high-risk areas like theatres, ward transfers, and imaging departments.

Develop a clear, organisation-wide policy for fatigue recognition and reporting, especially for shift workers. This demonstrates a commitment to staff safety that mirrors the focus on patient safety.

Consider providing or subsidising healthy, quality food options that are available 24/7, acknowledging the dietary and energy needs of night-shift and rotating-shift personnel.

Implement holistic wellness programs that encourage physical activity, education around nutrition, and other lifestyle factors that contribute to overall wellbeing.