How to keep your health and wellbeing strategy alive webinar

Chair

Jennifer Gardner, programme lead for health and wellbeing, NHS Employers

Speakers

Lizzie Wood, head of occupational health and wellbeing services, York Teaching Hospital FT

Amanda Oates, director of human resources, The Walton Centre FT

Nurturing

Healthy

Staff

Keeping your H&WB strategy alive

Elizabeth A. Wood, RGN, ONC, NDN, SPCPHN, PGDip, MBA

Head of Occupational Health and Wellbeing Services

The economic climate, an ageing workforce, diverse workloads and increasing use of research and technology in patient care; the pressures on NHS staff multiply and inevitably this increases the risk of absence for physical or mental health reasons… as a Trust we believe the staff are marginally more important than patients……

If we don’t have healthier, happier staff in work who feel safe we don’t have quality patient care…

“Beware the legs on which you stand”…Thomas Becket 13th Century

What’s the purpose:

Increase life span Increase activity in staffSupport the six (OH) core objectives

partnership - a cooperative relationship between people or groups who agree to share responsibility for achieving some specific goal;

health and well-being promotion health assessments for work prevention timely intervention effective rehabilitation staff training

Learn the actual health of the organisationLearn what partnership actually is…….

DistressedIll

staffReduced pt

careBackfill

Colleaguecosts

Budget deficitStaff reviewsRedundancy

MAR’s

Sickness absence and

reduced long term health costs are

Human and financialManage

Health & lifestyles

Resolve Distress,

increase health

Job securitymaintained

Reduce costs

Loyalty & motivationincreased

More staffBetter healthBetter patient

care

Trust ImpactHealthy Happy staff who feel valued and involved will, research tells us, will provide better care for our patients……….. & make better role models for the future population BUT….

Do they know that?

And How would they know that?

How would they know the Trust is really concerned about them and their opinion?

In Practice • They need to know that we know “Absence happens” BUT

the – focus is actually on keeping staff well and at work

• We can’t stop people being ill, but we can reduce the time off with appropriate timely support/intervention, rapid support benefits both parties

• Engagement - Making it mean something to everyone, get them involved, ask them what they want., it might not be what you want…… be mindful of the “birthday present syndrome”

• Challenges – continued communication with all relevant parties, who may not be the usual suspects, chaplains, supervisor level, staff on the ground, union reps and heavens above maybe even other Trusts who are doing better…..

• Partnership working with everyone and anyone with a passion to make it better and better

Occupational Health PremiseInterpersonal = relationships with othersExtra Personal = environment around usIntra personal = how this affects me

Develop a living strategy one that grows with the process over time, one that people constantly feed into and feel they own it…. Work on the three premises above you won’t miss anything if you do…it’s not about you its about them of which you are one???

Health & Wellbeing Approach

In short, we aim to be as well known AND AS VISIBLE as infection control!!

Enhance working life and hence home life

Small steps will still get you to the moon

Take time to embed the message

Be visible,Be Open, Be productive, Be activeBe persistent

LISTEN to your staff and LISTEN to your critics

What have we got that no one else has:

Not a lot really,

•Substantive post holders: Staff benefits team who work on all things for staff•OH and HR relationship very strong•Collaborative working with chaplains, staff side, managers, staff, H&S, Risk etc•Sit on the usual committees•Walk the floor•Rapid access physio, counselling and OH•Sickness strategy team•Long term sick meetings•Manager clinics•Self referral to support•Involved in all local groups e.g. city council, other NHS units, regional groups•Positive Mental health strategy group for Trust•Road shows/open days/health fairs

So why do we feel its different…..

We DON’T we are just passionate about the impact we know will happen if its done well and consistentlyand permanently

In summary• Demonstrable reduction in sickness absence• Ongoing review and development of agenda• ‘Healthier’ approach to supporting and managing absence.• Embedded H&W approach to support staff with health

conditions.• Pro active approach to rebuild and grow healthy lifestyles

Nurturing Healthy Staff

WORK WELL the WALTON WAY

Celebrating our PeopleAmanda Oates, Human Resources Director

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The Obvious for all Trusts Key Drivers and Influences Behind Health and

Well Being The Alarming Health Data for all NHS Staff Business Case for Wellness The Moral debate Post Francis

Obvious for us it supports our values

Walton’s Health Data Sickness in January 2010 was at 7% and rising

February 2013 sickness is 2.79%, cumulative is 3.93%

Trust sickness target is 3.7%

Below the regional average

Reduced agency staff for sickness cover

Impact on patient care and experience

Staff have fast access to physiotherapy and urgent OH appointments as well as counselling services

Partnership is Fundamental …• Establishing trust with Staff Side and staff

• Demonstrating true joint working – strategic and operational

• United action in improving staff and patient experience

• Enabling involvement in decision making – or changing process or decisions as a consequence of engagement

• Educating our Staff Side alongside our managers – i.e. through HR Masterclasses

• Reinforcing every one counts - our values living in practice – including our employees of the future

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So How We Engage

Top Four Rankings Results from Staff Survey 2011 Staff appraisals increased H&S training has increased Impact of health and

wellbeing initiatives increased and having positive effect on work performance

Work pressure felt by staff lower than when compared to other specialist Trusts

Quotes from staff:“The classes are of a high standard”, “ the programmes have inspired me to join a gym”, “I have just turned 60 and I am now fitter and healthier than I have ever been”, “I think it is quite motivational for an employer to provide facilities like this”

Pledge 1

Pledge 2

Pledge 3

Pledge 4

You said:

Walton Did

Walton Will

One Way We Communicate that Staff’s Voice Counts….

Our Journey What makes the Walton Centre’s

approach special …..

Our Focus – is the whole individual and the patients Health of our staff is a key domain within our patient

experience strategy

Tackling Obesity

Improving physical activity

Health promotion advice

Tackling drugs and alcohol & smoking cessation

Training and leadership

Staff engagement

Leisure activities

Mental health

Nurses of the future

Developing the Action Plan Staff engagement

Open days

Staff summits

Clinical Senates

H&WB Champions Virtual Group

Exec walk about

Back to the floor

Nurse focus groups

Exec’s joining in!

Staff Appreciation Week 22

Physical Health & Wellbeing Timetable Mondays: Running Club

Circuit Training and Allotment Night

Tuesday: Weight Management Programme and Netball Club , Allotment Night and Choir

Wednesday: Zumba

Thursday: Pilates

Monday, Wednesday and Friday lunchtimes half hour intense:

“legs, bums and tums” and “bingo wings”

New activities such as art, photography, reading club and much more …..

Walton leading by example – NHS NW Games 20122nd year, 24 Trusts involved

Over 1000 staff took part in :

Touch rugby

Football

Rounders

Badminton

Netball

Athletics

5K runs

Golf events

Partnership working with local businesses, staff side, local sports college, community involvement, local health organisations, a huge success all led by The Walton Centre

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NHS Games 2013 – Inspiring the NHS NW Workforce – Year 3

Arrangements for 5K runs during June and Golf day

Various activities

Main event on - 30 June – 2nd event taking place

Walton Centre leading by example

http://www.youtube.com/watch?v=U2D88S_RbbQ&feature=player_embedded

Recognition IIP Good Practice Framework for Health and

Wellbeing, first Trust in the North to be awarded

Shortlisted finalist for Nursing Times Awards 2012 for Health and Wellbeing

IIP accreditation for training

NHS Employers Beacon Site

Presented at NHS Employers Conference and RCN conference

Sit on the LAB for local high school

NHS Gold and Silver Awards

Health and Wellbeing Charter Accreditation

SustainabilityContinue to implement and enhance the health and wellbeing action plan

Analysis staff survey results and build into divisional and Trust action plans

Review accessibility of initiatives and venues

Funding

Continued support from the Board

Monitoring of sickness and key HR KPIs

3rd NHS NW Games

Workplace Wellbeing Charter accreditation

High Levels of Staff Engagement Have a Positive Impact

High Staff Engagement

“ Our Message is ……. Good Work”……. does not have to cost much. We have demonstrated it can

be achieved through:

Good leadership

Listening to staff

Embedding the Walton Values which support the nursing principles

Recognising and valuing staff contributions

“ Embedding health and wellbeing as part of the core business”