A few years ago, the Nursing Development Unit of the Municipal Hospital Zurich, a Swiss tertiary hospital, developed a concept for person-centred workplace learning based on the Clinical Nurse Specialists' (CNS) shared values and principles of personcentredness. The concept was widely used for ongoing workplace learning with Registered Nurses (RN). However, since its development, a lot has changed. Challenges like the pandemic, hospital fusion with another municipal hospital and organisational restructuring contributed to a high level of nurse turnover and a shortage of registered nurses. Yet, promoting a person-centred learning culture where everyone can flourish has a high priority for the Nursing Development Unit. Further, a good introduction programme helps retaining nurses, especially newly graduates (Schmitt & Schiffman 2019). Therefore, the members of the Nursing Development Unit revised the concept in an inclusive, collaborative and participatory way. First, person-centred practice development literature was revisited and compared to a model of workplace facilitation- the critical allies framework (Hardiman & Dewing 2019). In a critical dialogue, the team members explored what is missing in the concept and negotiated what should be added. Second, the concept was tested in practice. Feedback from both CNS and RN using it in sequences of workplace learning was obtained and, where applicable, included in the concept.   In this presentation, we are going to share our experiences with revising the concept in a person-centred way. Further, we talk about enabling factors and barriers when using it in practice and give voice to registered nurses who experienced workplace learning using this concept.