For Organisations
Supporting both small and large organsations.
Your newly qualified staff are your future. Let's make sure they stay.
You already know this bit: getting an Allied Health Professional through training and into their first role is a huge investment — of time, money, and hope.
What happens in that first year decides an awful lot. Whether they stay. Whether they thrive. Whether all that investment turns into a confident, settled clinician who sticks around — or someone who quietly starts looking elsewhere before their first supervision. I've seen both and I can really say; a robust preceptorship programme that actually speaks to the individual can make all the difference in someone staying or someone leaving.
I spent over a decade in the NHS, including leading an award-winning AHP Preceptorship Programme, watching this play out up close. I've seen what happens when newly qualified staff get real support — and what happens when they don't.
Blume exists to be that support, built with your organisation, not just dropped on top of it.
What investing in Blume actually gets you
Someone whose actually done the job.
I'm not a consultant using a generic framework. I'm a practicing, HCPC-registered Podiatrist who has lived the early-career wobbles myself — led an award-winning preceptorship programme, and co-authored published research on exactly this topic in BMJ Leader. I know what worked well and what needed changing. I've worked with over 20 different partners across the country from NHS organisations from all settings: acute, community, mental health, prisons, to small private providers who only employ one AHP member of staff. I pride myself on the partnerships I create and can't wait to continue to build this.
Less time and money lost to turnover.
Every AHP who leaves early means recruiting again, inducting again, and covering the gap in the meantime. Supporting people to stay in post protects your workforce investment and reduces the resource spent repeatedly rebuilding your preceptorship offer.
And you don’t need to reinvent the wheel. Blume brings established expertise, resources and practical approaches that can be tailored to your organisation — saving you the time and resource of starting from scratch.
Retention you can actually point to.
This isn't guesswork dressed up as a service. Preceptorship is recognised nationally — including in NHS England's own workforce plans — as one of the most effective retention levers available for newly registered staff. Investing here is investing in people staying. Research consistently shows early-career professionals leave at a higher rate than any other point in their career — driven by the stress, fatigue and "is this normal?" feeling of that first year. It's a well-documented pattern, not a one-off.
Newly qualified staff who feel supported, not lost.
The gap between "graduated" and "genuinely confident" is where most early wobbles happen. Structured mentoring closes that gap — and it shows up in how settled, capable and committed your staff feel. AHPs can work in isolation in comparison to many of of healthcare colleagues. Which can bring heightened sense of loneliness, incompetence and feeling a little lost. I hear this regularly. We need to ensure we are really taking time to nurture those who may not be surrounded by a big team day-to-day.
The whole Preceptorship journey; a stronger, steadier preceptorship offer
Whether you need a fresh framework built from scratch or your existing programme given some love, I bring proven, award-winning structure — without losing the personal touch that actually makes it work. I offer the full Preceptorship package from pre-preceptorship to beyond, supporting both preceptees and preceptors. This is following the structure recommended by NHS England AHP Preceptorship Standards. Investing in Blume will put your mind at rest knowing that your organisation will be meeting these standards at a high level. And the best thing? You don’t have to invest in the whole package. If there’s just one area of your preceptorship that needs a little extra support — perhaps supporting your preceptors — Blume can help with that too.
Proven from my own research
70% feel the most valuable part was external preceptorship support
We found external support that Preceptorship provides is invaluable. Internal team systems (inductions, supervision, CPD) are a fantastic resource, however, having that extra element for new starters really can make all the difference. We found it opened up a safe space to talk through certain challenges. A specific quote: ‘I feel the 1- 2- 1 had got me through this challenging time—not sure what I would have done without it.’
93% valued feeling part of a wider AHP community
AHP professions can be small but bringing everyone in together can bring a better sense of self and community. AHPs often work in isolation or in the community which can create feelings of isolation. A specific quote I love: 'Definitely helped with addressing feelings of imposter syndrome as everyone else was feeling the same. It also helped me face challenges of staff not understanding my role and giving me more confidence with advocating what I can and can't do.’
84.6% agree it helped recognise increase in confidence
It was indentified that attending meetings, support from leads, structured CPD and a community of practice was all part of building confidence. A specific quote 'Yes—confidence instilled by the AHP community and preceptorship leads.’
92.3% felt the programme helped retain them in post
100% actually stated that there would be a gap in support if not enrolled on the programme. And we saw a 30% improvement in leaver rates once the programme was well established. Specific quote 'The external support from the Preceptorship leads has helped me retain my post, without a shadow of a doubt’
References
Devereux, F. and Tomkins, H. (2025) 'Leadership in preceptorship: Allied Health Professional programmes as a catalyst for early career support and development', BMJ Leader, 10(1), p. 109. Available at: https://bmjleader.bmj.com/content/10/1/109 (Accessed: 11 September 2026).
Health and Care Professions Council (2025) How long do new HCPC registrants stay registered for? Available at: https://www.hcpc-uk.org/data/ (Accessed: 11 September 2026).
NHS England (n.d.) AHP preceptorship standards and framework. Available at: https://www.hee.nhs.uk/sites/default/files/NHSE%20AHP%20Preceptroship%20standards%20and%20Framework.pdf (Accessed: 11 September 2026).
NHS England (n.d.) National preceptorship framework for nursing. Available at: https://www.england.nhs.uk/long-read/national-preceptorship-framework-for-nursing/ (Accessed: 11 September 2026).
Nurses.co.uk (n.d.) The NHS staff retention review: its costs and impacts. Available at: https://www.nurses.co.uk/blog/staffing/nhs-staff-retention-review-costs-impacts (Accessed: 11 September 2026).
Salt, E., Jackman, K. and O'Brien, A.V. (2023) 'Evaluation of Staffordshire, Stoke on Trent Allied Health Professionals preceptorship programmes: a mixed method UK study', BMC Medical Education, 23, p. 1. Available at: https://doi.org/10.1186/s12909-023-04515-7 (Accessed: 11 September 2026).
ScienceDirect (n.d.) Nurse retention. Available at: https://www.sciencedirect.com/topics/nursing-and-health-professions/nurse-retention (Accessed: 11 September 2026).
Partnerships
The Blume Bunch
Every trust, team and service is different — so this isn't a one-size-fits-all offer. Whether you want a Blume Away Day to refresh your preceptorship programme, ongoing group mentoring for your newly qualified cohort, or a full bespoke package built around your specific challenges, I'd love to talk it through.
Let's build something that fits your organisation
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