Behavioural transformation for 2,800 nursing staff in Qatar

The challenge

Absenteeism and professionalism issues were harming patient experience, hospital reputation and operational stability.

The Ventiora response

A three-month blended programme used experiential workshops, video learning and role play, while preparing nurse managers to mentor and supporting a new recognition policy.

Adapting this engagement for Qatar

• Map workshops and manager mentoring to the Ministry of Public Health’s Department of Healthcare Professions requirements on professional practice and scope. Use locally approved escalation pathways in scenarios covering communication, attendance reporting and patient concerns.
• Design Arabic and English patient communication scenarios, with additional learning support based on the nursing workforce’s language needs. Rehearse culturally sensitive interactions involving privacy, family participation and consent, without assuming every patient has the same preferences.
• Retain the three-month blended structure, but schedule short learning blocks around ward coverage, night shifts and Ramadan rostering. Co-design recognition criteria with nursing leadership and HR, distinguishing unnotified absence from authorised sickness and other approved leave.

Local factors to plan for

Qatar’s National Health Strategy 2024–2030 provides a relevant policy backdrop, while Department of Healthcare Professions licensing and continuing professional development requirements shape professional learning. Internationally recruited nursing teams need consistent expectations without treating language differences as conduct problems. Attendance policies must reflect the employment rules applicable to each provider. If digital learning or AI-supported feedback uses identifiable staff or patient information, assess obligations under Qatar’s Personal Data Privacy Protection Law, Law No. 13 of 2016, and the provider’s information-governance controls before piloting.