Nurse revalidation is fast approaching, and this shake-up of processes has certainly caused a stir across the nursing community. With poor morale, low pay and demanding workloads already impacting retention across the profession, there has inevitably been some apprehension around these new regulations and the additional input required from those who undoubtedly have some of the most demanding and critical jobs in the country.

However, when it comes down to looking at the new revalidation process, how much is really changing? Self-driven learning and informal feedback and coaching play a vital role in effective employee development.  So, arguably, revalidation is simply the introduction of a more formal process which sees nurses and midwives recording what they’re already doing: sharing best practice knowledge and experience with their peers in the workplace.

Whilst the new process may seem daunting, revalidation will see the introduction of an overall more proactive, reflective and continuous learning culture. Simply ignoring these new regulations won’t make them go away.  And encouraging staff to tackle this panic-inducing process head-on will help them get to grips quickly with this new way of working and make the entire process more effective and meaningful.

Across all sectors there has been a rise in self-driven development, with leaders driving independence in employee L&D from the top down. Revalidation will see nurses taking responsibility for their own learning, which will do wonders for driving engagement in the workplace. The process also requires more active involvement from employers, which will help to build better employee-manager relationships and encourage regular, more meaningful conversations around performance.

To develop your nursing staff effectively, you need to consider more than just the review process itself. In fact, peer-to-peer feedback and discussion around best practice should become an everyday part of workplace culture. Some nurses have reportedly expressed concerns around the impact subjective feedback could have on their career, however this new feedback process provides an ideal opportunity for employees to reflect on hidden strengths and areas for improvement which may have been hidden in the current appraisal process.

With ‘learning with others’ a vital part of the new CPD requirements, the new revalidation process will also promote and encourage collaborative learning in the workplace. This will help to ensure nurses and midwives are engaging in meaningful discussions with one another to improve the patient experience and promote an effective coaching culture: a trend which is becoming increasingly important in employee development.

So is it really all change? Maybe in terms of processes, but it’s important for leaders to see nurse revalidation as a vital opportunity for promoting self-driven development and introducing a more thought-provoking approach to employee performance.

Look out for a new Kallidus top tips guide, soon to be released, on building a more engaged healthcare workforce, with recommendations for motivating and engaging staff and securing buy-in for the new nurse revalidation process.

How can Kallidus help?

Kallidus LMS supports the requirements of the NMC and enables nurses to record all necessary evidence towards their revalidation.

  • The self-service, user-friendly system doesn’t require any training and the service is supported with bite-sized help videos.
  • The system includes all NMC templates, making the entire process as streamlined as possible.
  • All CPD progress is automatically synced to nurse revalidation portfolios.
  • All revalidation evidence is securely stored and can be accessed quickly and easily at the point of need.

Find out more at kallidus.com/LMS or learn more about how we are supporting the healthcare industry at kallidus.com/healthcare.

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