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Staff Survey

Staff Survey. 'Temperature Check‘ October 2012. Questions. How strongly would you recommend Hinchingbrooke as a place to work to family and friends (5 strongly agree - 1 strongly disagree) As an employer what do you think we do well? As an employer what do you think we could do better?

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Staff Survey

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  1. Staff Survey 'Temperature Check‘ October 2012

  2. Questions • How strongly would you recommend Hinchingbrooke as a place to work to family and friends (5 strongly agree - 1 strongly disagree) • As an employer what do you think we do well? • As an employer what do you think we could do better? • How strongly would you recommend Hinchingbrooke as a hospital to family and friends (5 strongly agree - 1 strongly disagree • Would you consider your role to be clinical or non-clinical?

  3. Responses • 93responses • 52in first 24 hours • No paper based submissions • 50/50 split clinical and non clinical roles

  4. Question 1 - results Q1. How strongly would you recommend Hinchingbrooke as a place to work to family and friends?

  5. Question 4 - results Q4. How strongly would you recommend Hinchingbrooke as a hospital to family and friends?

  6. What does this tell us? • There has been a positive shift in strength of feeling to recommend Hinchingbrooke as a place to work • There has been a negative shift in strength of feeling to recommend Hinchingbrooke as a hospital

  7. Question 2 - what we do well Q2. As an employer what do you think we do well?

  8. Question 2 - what this tells us • Sense of feeling supported has dropped from 20% to not mentioned • Terms and conditions not mentioned as positive, but training and benefits seen as good • Continuous improvement processes seen as positive • 17 random negative frustrations put on as things we do well.

  9. Question 3 - what we could do better Q3. As an employer what do you think we could do better?

  10. Question 3 - what this tells us • Similar results to last month around not feeling supported and valued, issues with communications and Leadership • Environment dropped from 10% to zero • 16% raised lack of resources • 16% raised not being involved in decision making • Managing poor performance 11%

  11. Recommendations • Specific comments raise lack of visibility of Leadership team since the feedback was sent out. SMT and other senior managers to attend CU meetings and carry out walkabouts with Clinical Lead, Lead Nurse and Co-ordinator. • New communication lead to meet with as many people as possible to gain engagement from beginning. Website development schedule to be communicated. • Christmas to be used as time of celebration for what has been achieved so far. Thank people and show appreciation to improve sense of value. In the past, tins of sweets have been taken round all the wards by Senior Management Team. Christmas dinner served by Senior team. Senior members of staff walking around Trust on Christmas Eve and Christmas Day • Communication of new Performance management process

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