Another away day. Another stack of Post-its. Another round of name games that disappear by Monday.
In fast-moving sectors like the NHS and higher education, where pressures are high and headspace is low, away days can feel like just another item on the calendar. But done well, they become something else entirely: a pause, a reset, and a powerful route back to connection and clarity.
At Strengthify, we work with NHS and university teams across the UK who are dealing with real challenges: shifting structures, hybrid schedules, intense service pressures, and rising burnout.
So what helps turn a well-intended away day into a genuine turning point for team connection? These five essentials.
Team away days often default to vague goals like "get to know each other better" or "improve communication." While well-meaning, these don’t often result in lasting change.
Instead, effective away days start with sharp clarity:
For example, we recently worked with a university faculty team that had undergone a leadership change and new hybrid working arrangements. Their away day focused on rebuilding trust and aligning around new priorities. That clarity shaped everything else.
"If we don’t set the why, the day becomes just a nice-to-have rather than a need-to-do."
For more on aligning teams under pressure, see our blog: How to Build a Strengths-Based Culture That Lasts.
In hybrid, fractured or shift-based settings, there’s often little time to build relationships slowly.
This is where strengths-based approaches excel. By helping individuals understand what energises them, how they work best, and how they differ from their colleagues, teams develop faster empathy and deeper trust.
As we highlighted in our Public Sector Engagement Insights Report, teams that understand and apply each other's strengths report:
A newly qualified nurse told us they felt confident speaking up in handover for the first time – because the team lead took time to draw in every voice, not just the loudest.
A paramedic who usually "just gets on with it" learned how to explain their approach, helping a new colleague feel included instead of steamrolled.
For more on this, read: The Secret Behind High-Performing Teams in the Workplace.
These shifts matter. They save time, improve care, and build resilient cultures.
Many traditional away day formats aren’t built for the realities of hybrid or shift-based teams for NHS and HE teams today.
You need formats that:
Strengthify’s Team Workshops are tailored for these realities. We help teams:
And we design for psychological safety, inclusion and real-world relevance—not just energisers and exercises.
Want to see it in action? Read: What Is a Strengths-Based Approach?
No matter how powerful the session, if line managers aren’t equipped to embed insights into daily routines, impact stalls.
That’s why we integrate our Management Development Programme into many of our team journeys. It gives managers the tools to:
Managers influence up to 70% of the variance in team engagement (Gallup). Investing in their capability creates ripple effects across your organisation.
The best away days don’t end at 5pm. They spark new ways of thinking, communicating and collaborating – but without follow-up, those gains fade.
That’s why we offer:
Teams tell us they feel like they finally have a roadmap—not just a feel-good moment.
“It was the first time I felt understood at work.”
“Now I get why they work that way—and how to make it work for both of us.”
To learn how we sustain change beyond one-off workshops, visit: Want to Shift Your Team Culture? Start With Strengths.
Time together is rare. Budgets are tight. And your team’s capacity to thrive depends on more than good intentions.
Done right, away days can help:
So before you order the lunch and book the venue, ask:
Is our next away day a box-tick… or a breakthrough?
If you want to create away days that reset, reconnect and re-energise your team, we can help.
Because NHS and HE teams deserve more than just another session.
They deserve something that sticks.