Here's how you can continuously improve peer support services in your organization with a feedback loop.

Peer support in organisations should not be seen or operated as a legitimate whistle blowing system. Neither should it be a nice-to-have programme that helps management tick off the box. A healthy peer support programme should encourage psychological safety at workplace. It should also direct the work culture towards respect for others and promote healthy communications. Most importantly, it advocates for self care, where employees are empowered to take actions leading towards taking good care of self before helping others.

Implementation is key. You can collect and analyze data for days. If no one is there waiting for the findings with plans on how to begin making changes accordingly, then it’s been a waste of money, time and most importantly energy.

Educating clinical staff about the lived experience workforce is essential. Understanding the unique insights and perspectives of individuals with lived experience helps staff appreciate their contributions to patient care. This integration enriches the therapeutic environment, promotes empathy, and supports holistic care. By recognizing the value of both clinical and lived experience workforces, staff can collaborate effectively and enhance patient outcomes.

Tomar acciones concretas En ocasiones pasamos mucho tiempo diagnosticando y teniendo grande planes de cómo accionar, sin embargo, es poco lo que se concreta. Acciones concretas se miden por resultados, ello implica un proceso sistemático de definir, desglosar, priorizar y evaluar. Al hacerlo, estamos en el camino correcto para convertir nuestras aspiraciones en realidades tangibles.

I started in peer support not long after a period of homelessness. My experience with homelessness gave me a perspective that allowed me the freedom to speak out freely about what I saw, because I knew that the worst that could happen is that they would fire me, and frankly, I was not afraid at that point, because I knew I could manage okay with nothing. Not every peer has that experience, so it is important to build an environment that welcomes honest feedback without fear of retaliation. I have experienced that as well in my 18 years working in the field. Conflict can be healthy, but if you take criticism personally, it's going to be rough going, no matter which side you are on. Employers can't retain quality staff if they stifle dissent

I started in peer support not long after a period of homelessness. My experience with homelessness gave me a perspective that allowed me the freedom to speak out freely about what I saw, because I knew that the worst that could happen is that they would fire me, and frankly, I was not afraid at that point, because I knew I could manage okay with nothing. Not every peer has that experience, so it is important to build an environment that welcomes honest feedback without fear of retaliation. I have experienced that as well in my 18 years working in the field. Conflict can be healthy, but if you take criticism personally, it's going to be rough going, no matter which side you are on. Employers can't retain quality staff if they stifle dissent.