IFACTOR INFOGRAPHIC DRIVERS

When I came into post, I wanted to look at how we could create positivity and energy and make people feel proud to be part of Leeds Teaching Hospitals. How have you gone about creating a sense of community? Our leadership team are out in the organisation, role modelling the values, sharing positive stories, listening to staff, and taking action based on what they’re told. So now everyone knows what our vision and values are, they form part of our appraisal system, staff induction and our recruitment process.Įmbedding the Leeds Way has been led from the top and it’s been important for our staff to see that commitment. We created a definition of our culture – the way things are done around here – which everyone could sign up to and feel part of. Around 4,000 people joined a conversation about what our organisation’s values, behaviours and goals should be. We co-created the Leeds Way with our staff using a crowdsourcing platform.

IFACTOR INFOGRAPHIC DRIVERS

Those were strong drivers for change and combined with a change in leadership, the momentum was there to really try and transform things. Tell us more about the Leeds Way and the approach you’ve taken to improving staff engagement.īack in 2014, our regulators were telling us we had work to do organisationally, financially we were in deficit, and our waiting times weren’t great. People at the trust also talk really positively about the Leeds Way and how it feels to work here. If staff feel happy, supported, and clear about what’s expected of them, they can put all their energy into caring for other people.Īs we’ve changed our culture, our scores across the whole survey have changed. The way people feel at work has a massive impact on the quality of care they are able to give to patients. And that’s a big part of what we focus on now, ensuring that people are happy and engaged and part of a strong community at work. Our staff tell us it’s not just about being part of the trust, but also about how it feels to be part of their team. What we have realised is that staff engagement also has a broader scope.

The NHS staff survey gives every organisation a staff engagement score, based on levels of motivation and satisfaction, involvement, and willingness to be an advocate of their service. What is staff engagement and why does improving it lead to better patient outcomes?

Anna tells us how building a sense of community has been at the core of the trust’s strategy to ensure people are happy and engaged at work, and how that makes the difference between an okay experience and a great experience for patients. She has also recently been made Director of Business Development at Leeds Cares. Anna Edgren-Davies ( is Senior HR Manager at Leeds Teaching Hospitals NHS Trust where she has overseen work to improve staff engagement since 2014.

Ifactor infographic