Our People Strategy 2021-24

Our People Strategy 2021-2024  was developed following feedback from our staff. It was developed following the 2020 Staff survey results and subsequent staff engagement events. 

The strategy sets out our priorities and an action plan to meet our ambition to be a great place to work, underpinned by our NHS People Promise. 

For all the latest Trust news and information check out our website - www.thh.nhs.uk.

Transcript

People Strategy podcast

Hi I’m Lucy Wills and I’m here on the Hillingdon Hospitals podcast with Lisa Murdoch, our Associate Director of HR Operations to talk to us about the Trust People strategy.

What is the People Strategy and why do we need one?

Our People Strategy 2021-2024  was developed following feedback from our staff. It was developed following the 2020 Staff survey results and subsequent staff engagement events. 

The strategy sets out our priorities and an action plan to meet our ambition to be a great place to work, underpinned by our NHS People Promise 

Have you had conversations with staff to develop the People Strategy?

Yes! This year we held a number of engagement sessions with staff to review the progress made on the People Strategy so far and whether we were focusing on the right areas for Year 2

We used our 2021 staff survey results, alongside other data and these engagement sessions with staff to review whether we had the right set of actions to improve those areas highlighted in the staff survey. 

You have told us that a great place to work is where we listen and communicate with each other, support our health and wellbeing, behave consistently as leaders, value and recognise everybody’s achievements. There was some really useful feedback coming out of those sessions

What does our recent staff survey results show us?

Our staff survey results showed we are below average on a number of themes

Use staff survey as data that helps us understand whether the actions we are taking are having the desired impact. And use the alongside other data such as monthly Pulse surveys, workforce KPIs and qualitative data sourced through networks and listening events 

What initiatives have taken place since launching the people strategy, and from the staff survey and engagement sessions feedback?

We implemented a number of improvements across the Trust

·                    A successful international nursing campaign to address staffing pressures

·                    The launch of a programme of senior leadership walkabouts and ‘Tea with the Chief exec’  to provide more opportunities for staff to engage directly with senior leaders

·                    Introduction of a new appraisals policy and form, focussed on employee health, wellbeing, training and development

·                    A simplified process for ‘retire and return’ 

·                    Relaunch of the monthly CARES Awards, which recognise and reward excellence

·                    Launch of the long service awards 

·                    The ‘I am the Change’ campaign, which empowers everyone at the Trust to be able to make improvements 

·                    Successful delivery of the first stages of the EDI action plan, including the launch of the BAME, LGBTQ+, Women’s Empowerment, and Disability and Wellbeing networks, and introduction of a reciprocal mentoring scheme

Why is it important that we look after our people? 

We want to have a happy, healthy and engaged workforce. Given the events of 2020 and responding to the pandemic, looking after our staff and supporting them is more vital than ever. Our staff survey shows that whilst our staff look forward to coming to work, we have more work to do supporting staff to feel well, healthy and happy at work.

What are the key initiatives in the People Strategy?

4 pillars under our strategy

Looking after our people

·         Promote Health & Wellbeing (H&WB) to all our people to ensure they are safe and well at work 

·         Improve the learning & development experience

Belonging in our Trust, key initiatives are

·         Secure equity for everyone and recognise, reward, and celebrate our people 

·         Ensure best managerial and leadership practice

·         Embed a compassionate culture that reflects the Trusts CARES values

New ways of working and delivering care

·         Understand supply changes and analyse current and future workforce needs 

·         Engage fully with the workforce to seek their input into solutions, innovations and improvements

Growing for the future

·         Developing, expanding and retaining our workforce 

The People and Organisational Development Team will deliver this Strategy working in collaboration with all our staff. How can staff get involved?

There are many ways to get involved and share your feedback

·         Engage with local staff meetings & speak to your manager 

·         Consider volunteering in your spare time - its a great way to learn more about other parts of the hospital 

·         Join a staff network – we have the BAME, disability network

·         Find your trade union or professional body representative & influence our partnership forums 

·         Become a Mental Health First Aider, Freedom to Speak Up (FtSU) Champion, and we’ll b relaunching our CARES Champions role soon (which will include champion roles linked to HWB and EDI)

·         Speak up about any concerns you have and get to know your FtSU Champion and the trust FtSU Guardian

·         Fill in your monthly Pulse & the annual staff surveys 

want to encourage all staff to complete the 2022 Staff Survey to provide anonymous feedback on how it feels working at the Trust. help us to understand your experiences at work, and where our Trust can make improvements

To take a look at our People Strategy in details, please go on to the intranet- The People and Development pages.