Development of internal social network There was limited success with Yammer in maternity – building on the success of twitter and high and the pilot in the Emergency Department was not levels of staff engagement with it, the successful. However, there are plans to trial a closed communications team will explore the use of Facebook group for staff. Yammer with staff. This is currently being piloted in Maternity and we will learn from their experience before rolling out further. Test concept in the audit. Intranet redevelopment develop a This is at Invitation to Tender stage and an agency – business case for capital funding and seek will be appointed in August. A project manager is in external funding. The redevelopment of the place to run the redevelopment. intranet provide a vital tool for the entire organisation to better engage with each other; share best practice and ideas; access information to make their lives easier and support a number of Corporate functions and processes. Healthy lifestyles and wellbeing work Working closely with the Head of Health and – with Occupational Health and Workforce to Wellbeing and the Director of Workforce to promote promote services to staff on a regular basis the Health and Wellbeing strategy and there is an and promote external NHS staff benefits on ongoing plan as part of Hospital, Our Future’. ‘Our offer. CEO Coffee break - to further enhance Developed into an initiative launched by the Director visibility of the CEO and Executive team, a of Workforce called and Conversations’. An ‘Coffee randomly selected group of staff will be Executive and Non-Executive Director meet with a invited for coffee and a catch up once a randomly selected group of staff once a month to month. discuss a range of issues. Enhancing staff reward: Ward/Team of the Month an opportunity This will be launched as part of Hospital, Our – ‘Our to enhance staff reward. Complement the Future’. Monthly values awards and will be agreed by the Executive team based on feedback and information received during the month. Token of appreciation all managers to This has been replaced with a simple you’ – ‘thank receive notes and coffee/tea voucher to card scheme which will be rolled out at the end of distribute as they wish to teams and August 2017. individuals. These thank yous will also be shared to ensure there is wider recognition and awareness across the Trust. External communications What Update Development of Employer Brand The website was launched at the beginning of 2017 – working in partnership with the Workforce and communications is continuing to work with team. Workforce to promote the trust as an employer of
Development of internal social network – building on the success of twitter and high levels of staff engagement with it, the communications team will explore the use of Yammer with staff. This is currently being piloted in Maternity and we will learn from their experience before rolling out further. Test concept in the audit. There was limited success with Yammer in maternity and the pilot in the Emergency Department was not successful. However, there are plans to trial a closed Facebook group for staff. Intranet redevelopment – develop a business case for capital funding and seek external funding. The redevelopment of the intranet provide a vital tool for the entire organisation to better engage with each other; share best practice and ideas; access information to make their lives easier and support a number of Corporate functions and processes. This is at Invitation to Tender stage and an agency will be appointed in August. A project manager is in place to run the redevelopment. Healthy lifestyles and wellbeing – work with Occupational Health and Workforce to promote services to staff on a regular basis and promote external NHS staff benefits on offer. Working closely with the Head of Health and Wellbeing and the Director of Workforce to promote the Health and Wellbeing strategy and there is an ongoing plan as part of ‘Our Hospital, Our Future’. CEO Coffee break - to further enhance visibility of the CEO and Executive team, a randomly selected group of staff will be invited for coffee and a catch up once a month. Developed into an initiative launched by the Director of Workforce called ‘Coffee and Conversations’. An Executive and Non-Executive Director meet with a randomly selected group of staff once a month to discuss a range of issues. Enhancing staff reward: Ward/Team of the Month – an opportunity to enhance staff reward. Complement the Monthly values awards and will be agreed by the Executive team based on feedback and information received during the month. Token of appreciation – all managers to receive notes and coffee/tea voucher to distribute as they wish to teams and individuals. These thank yous will also be shared to ensure there is wider recognition and awareness across the Trust. This will be launched as part of ‘Our Hospital, Our Future’. This has been replaced with a simple ‘thank you’ card scheme which will be rolled out at the end of August 2017. External communications What Update Development of Employer Brand – working in partnership with the Workforce team. The website was launched at the beginning of 2017 and communications is continuing to work with Workforce to promote the trust as an employer of