IN-DEPTH: STAFF ENGAGEMENT


Staff engagement scores


Team members at the Winnicott baby unit


their fundraising efforts sparked an idea for Anna. “It got me thinking about how we could improve engagement within our own team, as well as getting more involved in the wider life of the hospital.”


The finance team decided to fundraise for Imperial Health Charity’s Hardship Fund.


“The Charity was really supportive and helped us create a framework for how we could fundraise for them. We started with a dress down day. Then a few of us decided to run the British 10K and it ballooned from there.” The team went on to hold a ‘Big 7Tea’ for the NHS’s 70th birthday, and two members of the team have even shaved their heads to raise money! “I think everyone’s starting to feel quite proud of the money we’ve raised – £6,680 so far,” says Anna. “It’s early days but it has broken down barriers a bit. It’s also increasing our understanding of the wider organisation and how our work links ultimately to the patient. It’s the start of a journey to


Autumn 2018


improve staff engagement within our team and our engagement with the rest of the Trust.”


VISIBLE LEADERSHIP


AND SUPPORT IN NEONATAL CARE In this year’s Our Voice staff survey, the Winnicott baby unit at St Mary’s Hospital achieved an engagement score of 94 per cent, against a Trust average of 78 per cent. The emotional challenge can be high on this small neonatal unit but staff praised the supportive working environment.


94%


The Winnicott baby unit’s engagement score in the “Our Voice” staff survey


Matron Maryam Kharusi has an open- door policy for staff and the leadership team are as flexible as possible when organising nursing shifts. Thanks in large part to help from the Winnicott Foundation, there are educational opportunities available to every member of staff on the unit. Above all, this close-knit group are committed to supporting one another. “It’s a small unit, it’s like we’re a family,” says sister Jeannine Pompon. “We care for each other.”


There are two major annual surveys of our staff – our own and one run by the NHS nationally. Both surveys use an evidenced methodology to convert scores for responses to questions under three key headings – motivation and satisfaction, involvement and willingness to be an advocate of the service – into an overall staff engagement score. Our engagement score in the national survey has increased every year for the past three years, moving from below average for similar trusts to above average at 3.84 out of five in 2017. The 2018 national survey is just about to take place. Our own 2018 survey, Our Voice, reported this summer and showed a slight dip to 78 per cent on last year’s highest ever engagement score of 80 per cent but still up on the 2016 score.


“I’ve worked in other places before but this is my favourite,” staff nurse Daniela Machado adds. “The team is friendly, welcoming and accommodating.” The team’s strength is reflected in the high standard of patient care – the ward received gold accreditation in April 2018 and consistently receives positive feedback from parents.


“The parents can tell the staff are happy,” says Maryam. “Staff experience is important in running any unit. If you have happy staff, everything runs more smoothly.”


Pulse/ 9


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20