CARE PLANNING
NAVIGATEWINTER CHALLENGES
Ross Hodgson, a health and social care expert at Unity Plus, offers ways to help organisations manage the surge in winter illnesses.
As winter approaches, the healthcare sector – especially the NHS and care homes – must brace for increased health and social care demand due to seasonal illnesses. Concerns are increasing about an impending Quadrupledemic (RSV, flu, Norovirus, and a new Covid-19 variant), which poses a significant risk to the most vulnerable populations.
According to TV medic Dr Xand van Tulleken, up to 10,000 Brits a day are getting a new variant of coronavirus called XEC, a mixture of the Delta and Omicron strains, while the UK is also expecting a significant rise in flu and RSV cases.
THE IMPORTANCE OF HEALTHCARE
STAFF TRAINING It's vital that all permanent and temporary staff are properly trained to meet the specific challenges of the Quadrupledemic. This includes understanding the varying symptoms and treatment protocols for RSV, flu, norovirus and Covid-19, focusing on infection control measures and patient care protocols.
Upskilling staff, especially temporary workers who may be less familiar with a particular organisation’s systems, increases their versatility. This allows healthcare providers to adapt more effectively to fluctuating patient volumes and creates a collaborative workforce.
“In 2023, the social care sector had a vacancy rate of 9.9%, or 152,000 roles.”
When employees are confident in their ability to manage various conditions, they feel empowered and less overwhelmed. This approach ensures patients receive the highest standard of care and helps retain staff by reducing the emotional and professional strain that oſten accompanies surges in demand.
Investing in staff training also improves long-term workforce stability, creating a culture of continuous development that benefits employees and patients.
TEMPORARY WORKERS KEY TO
MANAGING DEMAND Workforces should also be adequately supported, particularly given the pressures from staff shortages, burnout, and increasing patient volumes. In 2023, the NHS faced a vacancy
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rate of 8.4%, equating to 121,000 full-time equivalent roles, while the social care sector had a vacancy rate of 9.9%, or 152,000 roles. These gaps highlight the ongoing challenge of staffing shortages in the health and social care sectors, where both recruitment and retention are major issues.
Temporary staffing needs increase by 80% during December and January at Unity, and we are already seeing a spike in enquiries for temporary workers. By planning for these provisional requirements ahead of time, organisations can prevent potential crises caused by worker shortages, maintaining care quality without straining permanent teams.
Recruitment is not just about filling positions; it's about ensuring sustainability in the workforce. With the right partnerships, care homes and the NHS can secure skilled staff quickly, ensuring they have the flexibility to meet surges in patient numbers without compromising care quality or overwhelming permanent teams.
LONG-TERM SOLUTIONS IN HEALTH AND
SOCIAL CARE Providers should also continue integrating long-term solutions that improve their ability to handle future crises. Digital health platforms, ongoing staff development programmes, and recruitment partnerships will help future-proof the sector against public health challenges.
Among this public health challenge, it’s also important to remember to nurture staff, whether they’re permanent or temporary. In a high-pressure environment like winter care, employee wellbeing is vital. Providing emotional and professional support, ensuring manageable workloads, and offering opportunities for respite are crucial in retaining staff and ensuring they perform at their best.
www.unityplus.co.uk www.tomorrowscare.co.uk
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