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NHS managers across the UK are discovering the joys - or horrors - of working from home. While we may be on the cusp of a permanent change to working culture, writes Alison Moore, we’ve seen little consultation or thinking about the long-term benefits and pitfalls.

The NHS needs top-class leaders, but our approach to performance management and promotion filters out good managers in favour of brow-beaters and manipulators.

SPECIAL REPORT: A small but growing number of NHS managers are being diagnosed with workplace PTSD. We speak to three MiP members who paid a high price for the NHS’s failure to tackle toxic workplace bullying.

MiP chief executive Jon Restell urges members to show true leadership in tackling toxic workplaces and preserving NHS values.

Everyone hates appraisals, right? Keep it simple and focus on having an honest dialogue and you can banish cynicism and make appraisals something to look forward to.

Mersey Care’s HR director Amanda Oates tells MiP how adopting a ‘just and learning’ culture has cut disciplinaries by 80% and improved patient care.

Marie Gabriel, the chair of East London NHS Foundation Trust (ELFT), led a Management Life workshop on promoting staff health and wellbeing at the MiP Members’ Summit on 6 November.

Working in healthcare can be emotionally exhausting, even occasionally traumatic, but many staff don’t get the chance to deal with the emotional burden of their work, Summit delegates attending a Management Life workshop heard.

Bournemouth and Christchurch trust has the best staff survey results in England, and ambitious reform plans agreed with partners across Dorset. But getting here has required more than good management, chief executive Tony Spotswood tells MiP

NHS guardians have a tricky but powerful role in tackling poor care and boosting staff engagement. National Guardian Henrietta Hughes speaks to Healthcare Manager.

With the need to create a more inclusive culture high on the NHS agenda, here’s ten tips on how to champion diversity in the workplace.

We explore the deep culture changes needed to improve staff mental health and make sure all NHS staff can thrive at work.

Spurious allegations can damage managers’ careers and cost the NHS dear. And too often, sloppy investigations and poor HR support make things worse.

In today’s NHS, managers need to work in partnership with unions to keep staff happy and fully engaged. Here’s a few basic principles worth remembering.