We introduce new assistant doctors in a structured and targeted manner

Dear Gurpreet, the topics of onboarding and SkillsLab sound pretty technical at first. How did you come up with exactly these two focal points? Was there a particular moment that made you realise that there was a need for action here?

That's right. Our aim is to provide our junior doctors with the best possible support right from the start - through improved onboarding and the SkillsLab. Onboarding means introducing new employees to the processes of our organisation in a targeted and structured way. Even in the first phase of the project, it became clear that there was still a lot to improve here. This was also confirmed by a survey of junior doctors, who would like to see better onboarding. The desire for more learning opportunities with simulations was also expressed. The SkillsLab was created for this purpose. There, everyone from junior doctors to senior physicians can practise important skills in a safe environment without jeopardising patient safety.

What do you want to achieve with onboarding and SkillsLab? Is there a wish you have for it?

We would like to review onboarding and SkillsLab and make clear recommendations to improve the current process at Zollikerberg Hospital. Our analysis has shown that adjustments need to be made so that junior doctors feel comfortable right from the start and can quickly orientate and integrate themselves professionally and socially. I would like residents to know where they can find what they need and who they can contact if they have any questions. That way, learning on the job can focus on the essentials. We also want to communicate our culture and invite people to help shape it.

Where do you currently stand? Is everything going according to plan or have there been any surprises?

We have developed the "Onboarding Compass", which covers the first six months of onboarding. At the same time, the clinics retain the flexibility to organise the first critical weeks according to their own needs. One surprise for me was the great commitment of the project team. Despite the limited time and financial resources, everyone is committed to making a positive difference.

You were particularly in favour of structured onboarding. What motivates you? Why is this so important to you, especially when it comes to junior doctors?

Junior doctors are the future of the healthcare system and are crucial for good patient care. Structured onboarding helps them to settle into their job more quickly and prevents stress and excessive demands.

How did you go about developing the onboarding programme? Were there moments when you thought "this won't work" and had to rethink?

We held workshops in which clinic representatives contributed their ideas. This helped us to understand the different needs. We made adjustments based on the results of the survey. One challenge was to combine e-learning and introductory courses with everyday clinical practice. We often had to rethink things in order to fulfil all requirements.

What successes have you already been able to celebrate? Is there a story that you particularly remember?

Our project and the onboarding compass were accepted at the chief physicians' conference. One realisation that I particularly like is that sometimes even small changes can have a big impact. At the same time, we realised how important it is to optimise the cross-departmental interfaces for onboarding. Ideally, junior doctors should already have all the information and access they need on their first day.

What stumbling blocks have you encountered along the way? How do you deal with these challenges?

It wasn't always possible to get everyone involved in the project together in workshops at the same time. Sometimes we had to communicate separately, and occasionally there was a lack of input from one discipline or another. Nevertheless, working together across the hospital helped us to gain new perspectives. One challenge that remains is providing targeted and easy access to scientific literature. We would like to revisit this topic next year in order to find a better solution.

SkillsLab sounds exciting. What exactly is behind it? Can you explain it to us in your own words?

The SkillsLab helps to improve technical skills, deepen knowledge and gain confidence in your own abilities. Studies show that this can improve patient safety and the quality of patient treatment. We can also practise clinical decision-making and role-playing in complex scenarios.

In your opinion, what advantages does the SkillsLab have for everyone who undergoes further training - whether nurses or doctors?

The biggest advantage is that the teams get to know each other better on an interdisciplinary and interprofessional basis and therefore work together more efficiently. The inhibition threshold for asking for help is lowered, and in conflict situations people are more confident to express their own opinions without fear.

Did you have access to a skills lab in your own training programme? How did you perceive this experience?

During my Master's degree, I travelled to the Netherlands and had the opportunity to see the SkillsLab infrastructures in Utrecht and Maastricht. I was impressed by how much is invested in education there and how important this topic is in culture and politics. My colleagues there are now benefiting from the investments that were started 10 years ago.

What's next on the agenda? Do you already have plans for how you want to develop the SkillsLab further?

In October, we will present our results at the Chief Physicians' Conference and hope that we will receive support for the continuation of the SkillsLab.

My last question: Was there an experience during this intensive project period that was particularly close to your heart or had a personal impact on you?

I was impressed by the energy and willingness of my project team. We created transparency about existing onboarding problems with potential for optimisation, built a platform for literature access and recognised the potential for the further development of the SkillsLab.