The results of the 2017 staff survey are now available for you to see in full, including comparisons with the results of the previous survey in 2015.

Below are some key themes emerging from the results. As always these will feed into SHP business planning for 2018/2019. We will be following up the survey with focus groups to explore some of the results in more depth. Managers will also be discussing the results at forthcoming team meetings, which will provide further opportunities for you to share your thoughts on the issues that matter to you.

Areas to Celebrate

Overall, the 2017 survey results show that SHP staff are generally more positive about many aspects of work than two years ago. There were three times as many increases in positive views than reductions. Among the most notable of these are that more staff feel positively about their induction, other learning and development activities and opportunities for career and skills development than previously. More staff also feel that they have opportunities to feed in their views to SHP, that senior management is effective, and that, overall, SHP is a great place to work!

Concerns Coming Through

There are also some clear messages coming through in less positive areas. Feelings about pay and benefits remain the most significant negative area. There are also significant reductions in positive feelings about a variety of internal communications issues and work-life balance and flexible working. Finally, there are concerns relating to resources, including policies and procedures, not being sufficient for staff to do their jobs effectively.

Increased staff engagement

One of the most important areas we measure through the survey is levels of staff engagement. This is because the evidence suggests that organisations with more engaged staff perform better for their clients. Higher engagement also points to an organisation having effective leadership, managers empowering staff, giving staff a voice and acting with integrity. We measure engagement with an “engagement index” average of the positive results from the following six questions:

Where we go from here

The survey provides us with valuable information about what staff think and feel about working at SHP. But in order to be able to act effectively on this information, we also need to understand why staff have answered questions in a certain way. For example, why did staff feel more comfortable with the pressure placed on them at work, feel more positive about steps taken to maintain health and safety and that SHP cares about their health and wellbeing, while at the same time feeling much less positive about flexible working opportunities and ability to balance their work and life?

We will therefore be taking opportunities to follow up with staff on some key areas of the survey over the next few months. This will involve discussions at team meetings and may also include focus groups and snap surveys.

Top 10 Increases in Positive Opinion from 2015 to 2017

Top 10 Decreases in Positive Opinion from 2015 to 2017