Today is R U OK? Day, a national day of action to remind everyone that every day is the day to ask ‘R U OK?’

It’s a day to reach out to your family, friends, loved ones and colleagues to have a meaningful conversation, and to ask the important ‘R U OK?’ question.

Caring for others is the first act that goes to the core of our humanity. It is also at the heart of our Northern Health values of Safe, Kind and Together. This makes it vital that we look out for each other and extend our care to those with whom we work side-by-side.

Northern Health is strengthening our culture of care through embedding ‘Joy in Work’ initiatives to support our staff and recognise their amazing contributions.

Here are some recent examples of staff bringing joy to the workplace:

Women’s and Children’s Nursing Division

From April 2023 to June 2024, OHS Wellbeing and People Experience supported the Women’s & Children’s (W&C) Division to participate in the Wellbeing for Healthcare Workers Initiative (WHWI).

This was a state-wide initiative facilitated by Safer Care Victoria and the Institute for Healthcare Improvement which aims to improve staff wellbeing by reducing burnout and increasing joy in work. The Joy in Work Framework encompasses nine domains including physical and psychological safety, wellness and resilience, and camaraderie and teamwork.

Staff completed monthly surveys and participated in ‘What Matters To You’ conversations to identify barriers to joy in work and make suggestions on how these might be improved. Monthly afternoon teas led by Directors and Nurse Unit Managers were established for staff from different areas to get together and provide feedback whilst receiving important updates and recognition of achievements.

Strategies to increase Joy in Work

Based on staff feedback, equipment ‘shopping lists’ were introduced in wards to assist with ordering items essential to patient care.

One staff member noted, “the shopping list is a good initiative where we can request equipment that will help our patients and make work easier.”

An employee-centred rostering system has been trialled to give staff more control over their rostering in line with personal preferences. Other change ideas implemented include an outdoor area for staff and a safety culture statement that is read at the beginning of each shift for nursing and medical staff.

As one staff member noted, “reading the safety statement creates a nice feeling and brings the team together before we get our handover.”

Overall, the project saw a nine percent improvement in joy in work and a 14 percent decrease in burnout.

Seda Kiroglu, Maternity Unit Manager reflects on what Joy in Work means to her.

“Joy in work for me means coming in to work and being able to provide a safe, respectful and supportive space for my colleagues and team. The initiative gave me an opportunity to provide this space and work together with the team to achieve it. My cup is full when I know that those around me are physically and psychologically safe at work.”

The Women’s and Children’s team continue to sustain the improvements and engage with staff at monthly afternoon teas.

“Participating in the project was a truly rewarding experience that offered valuable insights. The staff demonstrated a high level of engagement from the beginning and were open and honest in their feedback, resulting in meaningful conversations about what truly matters and a strong sense of unity within the team,” said Alecia Caddy, Ward 2 Paediatrics Nurse Unit Manager.

Mental Health Division (North West Area Mental Health Service)

The Mental Health Division (NWAMHS) included the Joy in Work framework in the 2020-2024 Strategic Plan, with the Broadmeadows Inpatient Unit (BIPU) being the first team to roll it out.

Although the framework is for staff, BIPU saw benefits that spread over the consumers they care for, as well as building joy and resilience, and making the unit a terrific place to work.

Some of the fabulous staff activities include Feel Good February, Jolly July and Self-Care September. The team has embraced the Joy principles and continue to implement both simple and fun events as well as more operational changes that allow staff to feel safe and supported.

CCU (Community Care Units – a residential step-down service) followed BIPU’s lead last year and are currently in the midst of creating their own unique joyful events and activities.

Now it’s the turn of the community teams at Broadmeadows and Coburg who have commenced a survey to discover where each team is at with feeling safe and supported at work.

The next step is to build on this understanding of our workplaces to develop actions, events, activities and behaviours that promote joyful workplaces. Both teams already enjoy opportunities to get together (be it an afternoon tea or Christmas in July).

The Joy framework will help these teams enhance what is working well, as well as address deficits or weaknesses that have staff feeling unsupported or unhappy. The framework encompasses everyone – from the enthusiastic support of management all the way down to tireless part-time support staff – and is an opportunity to hear every voice and value every person.

Thank you to all staff who participated and support these Joy in Work projects.

Take a moment from your busy day to check in with a colleague or team member this R U OK? Day, and every day. Take joy in the caring and healing work that we all do and support each other in our contributions to the wellbeing of the community.

Featured image: Staff implementing Joy In Work initiatives.