Case studies 

NHS Employers aims to share examples of the work that is taking place across the NHS, one of the ways we do this is by publishing case studies on the shared learning section of our website.

We are always looking for new examples, if you have work going on in your organisation on staff engagement or are using the NHS staff survey to deliver improvements for staff and are wiling to share what you have done and the approach you took, so that others can learn from experience please email staffengagement@nhsemployers.org  

Staff engagement case studies

• Christie NHS Foundation Trust  - this case study looks at how the Christie is trying a new approach to address and take action on the results of the 2008 staff survey.  The trust has set up a staff survey working group and has put together an overall action plan to deal with areas where they scored worse. Each division in the trust has taken responsibility for producing detailed plans to address their respective areas and reports their progress to the working group on a regular basis.
• Hinchingbrooke Health Care NHS Trust  - this case study explains how the trust uses the annual staff survey effectively.  It includes details of how the trust consistently achieves a good response rate, the use of their ‘You Talked… We listened’ campaign to communicate the results and action plan to staff and how it's delivered improvements  for staff through a simple and effective approach to action planning.
• Portsmouth Hospitals NHS Trust  - this case study highlights how Portsmouth Hospitals NHS Trust took steps to address an issue with communication between staff members and the executive team, highlighted by the results of their staff survey.
• Warwickshire Primary Care Trust  - hear about the staff support forum that Warwickshire Primary Care Trust set up to promote a supportive working environment for its staff.  The forum has delivered a range of initiatives and has ensured that staffs views are taken into account.
• South Tees NHS Trust –South Tees NHS Trust was one of 12 trusts selected to pilot the “Big Conversation”. The results revealed that staff in lower grades did not feel engaged or effectively communicated with. The case study explains how the trust went about addressing this through developing a staff engagement strategy and setting up sub groups to look in detail at staff engagement and communication. 
• Sandwell and West Birmingham Hospitals NHS Trust  - hear how Sandwell and West Birmingham Hospitals has used the ‘Listening into Action’ (LiA) approach to staff engagement as a vehicle to engage with staff at all levels, with the aim of delivering better outcomes for patients and for staff. Since LiA was launched across the trust in March 2008, tangible improvements for patients and staff are already evident, more than 1500 staff are directly involved in LiA as a way of working, there is also a tangible shift in the style of leadership, putting staff at the centre of change. 
• NHS South of Tyne and Wear – read about NHS South of Tyne and Wears commitment to involving and engaging with its staff.  Members of the organisation development team carried out a diagnostic process to find out what staff really thought about the organisation they work for, over 265 staff took part in the process.
• Hampshire PCT – Find out how Hampshire Primary Care Trust (PCT) designed and is delivering a programme of activity to engage front line employees so that they can deliver an improved experience for patients. The programme, known as the staff experience showcase, includes a review of the Personal Development Review (PDR) process, the introduction of a talent management programme and the launch of a recognition and reward scheme.
• Guy’s and St Thomas’ NHS Foundation Trust – hear how this trust went about defining their values and associated behaviours.  This work is ongoing and is being driven by the trust's medical director.  
• Colchester Hospital University NHS Foundation Trust – this trust used a focus group approach to help develop a comprehensive workforce strategy and action plan.  This strategy includes staff and stakeholder engagement as well as how the trust is responding to the NHS staff survey results.