The NHS Staff Survey – unpacked.

Each year, the NHS Staff Survey gives us a window into the reality of working in the NHS. With 774,828 staff responding in 2024, the recently published results provide a great insight into the complexities, feelings and mindset of the workforce over the last year.

From staffing shortages to well-being concerns, the latest findings highlight both ongoing challenges and areas of progress. Here are some key takeaways:

1. Staffing pressures

Only 34% of NHS staff feel there are enough people in their organisation to do their job properly. While this is a slight improvement from last year, it still leaves two-thirds of the workforce stretched thin, covering gaps and taking on extra workload. At the same time, just 27% say they rarely or never experience unrealistic time pressures – meaning the majority are working against the clock, shift after shift.

It’s clear that the system is struggling to keep pace with the needs of staff, but there are safety nets available to reduce soaring pressures. 

Organisations may look to the resources of a temporary bank to reduce strain on stretched permanent staff and help meet rising patient demand.

2. Burnout & well-being still a key priority

42% of NHS staff report feeling worn out at the end of their working day, and more than half (55%) have worked while unwell in the past three months.

While these statistics are of course concerning, there is some progress – work-related stress has fallen slightly to 41%. But with nearly half of the workforce still feeling the strain, rostering solutions that protect staff wellbeing are more critical than ever. If a clinician’s schedule is unpredictable, reactive and created without their input, organisations can adopt solutions that empower clinicians with the flexibility they need.. For example, if a clinician has to stay late after a shift, adopting a system that makes submitting exception reports seamless may help in alleviating some  pressure.

3. Flexibility is not a buzzword

Flexibility is no longer a nice-to-have – it’s an expectation. Yet, only 36% of NHS staff feel they have access to good flexible working opportunities, highlighting a growing demand for more adaptable scheduling and greater autonomy over working patterns.

For many, rigid rostering structures make it hard to achieve a sustainable work-life balance, leading staff to seek alternative ways to manage their shifts on their terms. Making it as seamless as possible to pick up bank shifts and empowering staff with easy self-rostering tools will be key to improving retention. If the NHS wants to retain its workforce, embracing greater flexibility within its existing structures will be crucial to ensuring staff feel supported, in control, and able to work in a way that suits them.

4. Systems systems systems

Workforce challenges don’t just come down to numbers. Less than 60% of NHS staff feel they have the right materials, supplies, and tools to do their job properly, and only 50% feel involved in decisions that affect their work.

As demand grows, outdated systems and rigid structures risk slowing down progress. Giving staff more say in workforce planning, alongside smarter, more agile workforce solutions, could help unlock new ways of working to empower clinicians and managers alike.

So what’s next?

The 2024 NHS Staff Survey highlights not only challenges but also new opportunities. Ensuring our NHS staff feel supported, valued, and empowered is more crucial than ever. This calls for improved workforce planning, smarter rostering, and a stronger focus on staff wellbeing.