The NHS is no stranger to workforce challenges. As pressures on the system grow, the reliance on high-cost temporary staffing to fill critical gaps has become a recurring theme.
But is the cost of temporary staffing a symptom of a larger issue? At NHS South, Central and West (SCW), we believe it is - and that the root cause lies in culture.
The financial and operational impact of engagement
Research consistently demonstrates the link between employee engagement, sickness absence and temporary staffing costs. An independent report commissioned by NHS England highlights how increased engagement levels can lead to significant cost savings by reducing agency staff reliance. In fact, trusts with higher staff engagement experience lower sickness absence rates and reduced agency spend. The study found that a one-standard deviation increase in engagement could save an average trust approximately £1.7 million annually by lowering reliance on agency staff. This is achieved through improved staff advocacy, participation in decision-making and a stronger sense of belonging within the organisation.
The evidence is clear: engaged staff are more motivated, less likely to take sick leave and better equipped to deliver high-quality patient care. When employees feel valued, respected and supported, they invest their energy back into the organisation. Yet, achieving this level of engagement requires more than good intentions. It requires a cultural transformation.
A holistic approach to workforce challenges
At SCW, we approach workforce challenges holistically. Our award-winning work with NHS trusts has proven that tackling temporary staffing costs is not about managing the symptoms but addressing the underlying causes. This includes:
- Recruitment and retention: Enhancing onboarding processes and creating inclusive environments that make staff feel they belong.
- Workforce management practices: Optimising rostering systems, annual leave management and agency frameworks.
- Cultural change: Building positive, supportive cultures where staff feel valued and have influence.
One recent example is our work with an acute trust in special measures. By combining workforce analytics with practical interventions, we identified validated cost savings of £5.5 million, with a stretch target of £8 million, focused primarily on reducing agency spend. This was achieved through tailored delivery plans co-designed with the trust’s management team, ensuring the solutions were realistic and sustainable.
Culture as a catalyst for change
High temporary staffing spend often stems from fragmented workforce practices and disengaged staff. Like Malcolm Gladwell’s analogy of plane crashes in Outliers, it’s rarely a single fault but a series of small failures. Our work demonstrates that taking a cultural lens to these issues can generate significant results. For example, by addressing organisational drivers of staff engagement - such as motivation, involvement, and advocacy - we can reduce both sickness absence and agency reliance.
But culture change is not quick or easy. It requires commitment from leadership and a willingness to critically assess the factors shaping the current environment. With SCW People Solutions, we guide organisations through this transformation, using evidence-based tools and methodologies to ensure lasting impact.
Realising the benefits
The benefits of addressing temporary staffing challenges through cultural change go beyond cost savings. Trusts with engaged, motivated staff also see improved patient outcomes, stronger team collaboration and enhanced organisational resilience. By prioritising culture, we create environments where staff thrive and temporary staffing becomes the exception, not the rule.
If you are ready to take a new approach to workforce challenges and unlock the potential of your organisation, SCW can help. Get in touch to explore how we can support you in building a sustainable, engaged workforce and reducing reliance on high-cost temporary staffing.
Contact us today to start the conversation.
