In three years, several NHS Trusts across the North West region have achieved remarkable success in transforming their workforce training.
By embracing game-based simulation methods, these Trusts have streamlined training processes, boosted staff confidence, and enhanced patient care, without ever sacrificing clinical standards.
What have we learnt in this time? And how might the lessons learnt here be applied to other healthcare settings?
For staff in the NHS, time is always scarce. Long shifts and constant demands mean that length traditional classroom-based training is rarely practical or memorable.
To address this, NHS Trusts in the North West adopted Attensi’s mobile-first, flexible training solutions designed to fit around the realities of frontline healthcare.
By breaking training into short, bite-sized (often 3-5 minutes long) modules, staff complete their learning in manageable chunks during breaks, between tasks, or even during quieter moments on shift.
One Chief Nursing Information Officer in the region explained:
“With 12-hour shifts, nurses simply don’t have the capacity for lengthy classroom sessions. By offering short, engaging modules that can be completed on the go, we’ve ensured that our staff continue to develop their skills without impacting patient care.”
Key takeaway: Flexible, micro-learning formats allow staff to train without being taken away from their primary focus – caring for patients.
For many Trusts in the North West, the ability to simulate real-world environments has been a game-changer. By recreating realistic workplace settings in a virtual space, staff are able to practise skills and processes without fear of making potentially fatal mistakes.
What has been historically missing from a lot of healthcare training has been that all-important clinical context. Simulations enable HCPs to apply their knowledge to realistic clinical settings – from admission and triage to diagnosis and treatment to discharge. In many cases, knowledge is now better retained as participants can apply their L&D significantly faster than more static classroom settings. If they come across a scenario they need to refresh their knowledge on, they can simply play the simulation again.
This simulation game-play enhances training on IT systems like electronic prescribing (EPMA) or mastering new routines. All provide a safe space for staff to practise, repeat, and refine their skills.
A Digital Training Coordinator from one North West Trust commented:
“Simulation-based training allowed our staff to build confidence with key digital systems by practising in a risk-free environment. This ensured they were ready to apply their learning safely and effectively when working with patients.”
Key takeaway: Realistic, hands-on practice in simulated environments builds the skills and confidence needed to perform under real-world conditions.
Historically, the success of NHS training programmes has been measured by attendance rates – how many staff turned up to a session or completed an e-learning module. However, Trusts in the North West shifted their focus to a much more meaningful metric: competency.
By tracking performance and assessing understanding, these Trusts are able to measure how well staff are absorbing the material and applying it in practice.
This data allows them to identify gaps in knowledge and take targeted action to ensure every staff member is fully competent.
A senior leader from one Trust described the impact:
“Tracking competency rather than just attendance was a game-changer. For the first time, we could see not just who had completed training, but who actually understood it and could apply it. That insight allowed us to close gaps and ensure no one was left behind.”
Key takeaway: Competency-focused training ensures staff are truly prepared to apply their learning, rather than simply ticking a box.
Keeping staff engaged with training is a perennial challenge in the NHS. However, many Trusts in the North West found that gamified training has made learning enjoyable and encourages active participation.
By incorporating interactive elements such as points, leaderboards, and personalised avatars, training sessions have become more than just a task to complete – they’ve become a motivating and fun experience.
One Senior Radiographer at Clatterbridge Cancer Centre shared her experience:
“The training felt like playing a game. It was interactive and personalised, with an avatar that looked like me. I found myself fully immersed and actually enjoyed completing the modules.”
In some cases, gamification has sparked healthy competition among staff, as they try to outperform each other’s scores. This friendly rivalry keeps teams engaged and motivated to complete their training.
Key takeaway: Engaging, gamified training encourages active participation, transforming learning into a positive and rewarding experience.
The NHS workforce is diverse, with staff representing a wide range of roles, learning styles, and accessibility needs.
Many North West Trusts have successfully personalized their training to ensure it’s inclusive and effective for all staff.
For example, they offer training in multiple formats – visual, auditory, and kinaesthetic – to cater to different learning preferences. This approach also supports staff with specific needs, ensuring everyone can access and benefit from the training.
Naomi Fraser, Information Governance Manager at Clatterbridge Cancer Centre, shared her perspective:
“Personalised training saved us so much time. We didn’t have to deliver the same content three different ways to suit different learning styles – the training itself adapted to individual needs. It was more engaging and much more effective.”
Key takeaway: Personalised training ensures inclusivity and maximises the learning potential of a diverse workforce.
At its core, all NHS training should be about improving patient care. By focusing on real-world priorities – such as mastering digital systems or streamlining patient-facing processes – Trusts in the North West ensure that their training has a direct and measurable impact.
For example, training on IT systems like Meditech help staff work more efficiently, cutting down appointment times and allowing them to see more patients.
A Radiographer explained how this focus on practical outcomes made a difference:
“The training showed me how to use Meditech more effectively. I’ve reduced appointment times to around 10-12 minutes, which means I can see more patients and help more people each day.”
Key takeaway: Training should always align with operational goals, ensuring that staff can apply their learning to improve patient outcomes and efficiency.
The experiences of NHS Trusts in the North West offer valuable lessons for other Trusts and organisations seeking to improve their training programmes.
By focusing on flexibility, real-world practice, competency, engagement, personalization, and patient-centerd outcomes, these Trusts have created a blueprint for success.
As the NHS continues to adapt to new challenges, these methods provide a way to ensure staff are confident, capable, and supported in their roles – all while maintaining the highest standards of patient care.
To find out more about applying Attensi training to your healthcare setting, please contact us to book a demo today.
Author Jonathan Moffett VP Sales & Business Development | Attensi
