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• W3204583025 abstract "<h3>Background</h3> Healthcare staff wellbeing has never been such a priority. The Covid pandemic has impacted our lives personally and professionally. <h3>Objectives</h3> To increase awareness of and engagement in wellbeing within a paediatric haematology and oncology unit. <h3>Methods</h3> We undertook a number of PDSA wellbeing projects from September 2020. These included: A wellbeing email (initially twice weekly) to all departmental and support services staff, including non-clinical staff. A ‘Celebrate the Small Things’ board for staff messages. A ‘HALT’ (hungry, angry, late and tired) box to encourage breaks and sustenance. A Christmas celebration of our staff, based on an online survey; highlighting team and individual strengths. We undertook an online survey, requesting feedback on the length, content and frequency of wellbeing emails, and requesting further qualitative feedback on the project. <h3>Results</h3> Since September 2020, 31 wellbeing emails have been sent out to 75 members of our department, including medical, nursing, support and secretarial staff. Content is varied and includes videos, coaching-type questions, articles and challenges. Themes include civility, gratitude, finding joy, mental health resources, humour, acknowledging and validating our difficult job, and valuing colleagues. As a marker for ‘engagement’, 29 emails have been received back in response. There have been 27 messages added to our celebration board. Our Christmas celebration highlighted 27 individuals, and acknowledged the work of the Wellbeing Team. Individuals were sent an email certificate. Comments specific to the wellbeing team included, ‘Thank you for recognising the need and taking time to care for us all’ and ‘I think both the wellbeing emails and promotion of wellbeing has been fantastic. What may seem like a nice little email can have a huge impact not just on people’s wellbeing but has as a knock on effect their motivation, productivity and general output.’ Eleven staff completed our survey (15% response rate); 72% rated the emails as ‘very’ or ‘extremely’ helpful. All responders felt the emails were the right length. 63% felt they were the right frequency, with 36% feeling they were too frequent. Comments on the project were overwhelmingly positive; they included ‘simply knowing that there is someone (some people) who care about us and want to make this a more positive environment J also, the content is great!’ and ‘I think it is great to raise the wellbeing agenda, such an important and overlooked area.’ <h3>Conclusions</h3> Wellbeing is multi-faceted and as such is difficult to measure. We have measured markers for engagement in our project rather than wellbeing per se. There was a low response rate to our survey, though those who did respond were very positive. This is likely to be a confounding factor of the motivation of responders being those who are ‘engaged’. From the survey results we have reduced the frequency of emails to weekly, and have acted on suggestions for content. Overall our project has been well received and has raised the importance of staff wellbeing within our department." @default.
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• W3204583025 date "2021-09-30" @default.
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• W3204583025 title "668 Improving awareness of staff wellbeing in a paediatric haematology and oncology unit" @default.
• W3204583025 doi "https://doi.org/10.1136/archdischild-2021-rcpch.131" @default.
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