Together Creating

HOMERTON NHS
FOUNDATION TRUST
at Our Best
Understanding what we are like now and
how we aspire to be in the future

The Process for generating insight The lines of Enquiry

Explore and listen to cross Trust Values

How well does the trust stick to its
cutting groups of teams values (Safe, Personal, Responsibility
and 1 to 1 interviews and Respectful) how do they resonate
with staff
using a mixed method of
appreciative clean enquiry.
Retention of our people
Executive session with graphic scribe what makes people stay and what
makes them leave
3 Divisional meetings (IMRS, SWSH and CSDO)
with graphic scribe
Diversity and Opportunity
3 Open Scribe Sessions – Homerton, St Leonards how well do we do?
and Hackney Ark

26 Individual meetings with Executives, Clinical

Division Managers, and a range of staff
Engagement
13 Team meetings covering a range of areas
how connected are we - what
can be improved?
OD steering group – established to oversee the
programme

Telephone interviews

Desk top research including: NHS Staff Survey 2016

and 2017, WRES, Workforce Strategy Communication
what works and what doesnt?

Leadership
what is our current experience of
leadership and what should we strive to?

What we found out, it’s like what right now

OVERARCHING THEMES
I ENGINE IS II III
SCREAMING Difficult to keep up with changes not sure of the
in system design, how we should direction and how
Health and care system is busy, work and red tape. W success will be
VIE
RE
TO?
INY measured
“The engine is screaming”. NT UT
TA CR
RE
W HE
S
CONS
E
RED TAP

IV V EN J O Y A
BIT

DIVERSITY OF TEAMS, A FAMILY, WE PULL

VI OF DRAM A

PATIENTS AND OUT ALL THE STOPS. Like a big family

POPULATION “WE GOT EACH OTHER’S BACK
ARE”A “MELTING POT.” WE OUT-PERFORM FOR business, can be
OUR SIZE. clique like.

VII COMPLETE VIII like

A big friendly community,
a circle full of vibrant
people but around us is a
thick grey/black ring, like
More than a a thick cloud and this
hospital part of the place and represents the pressure and
community infrastructure. challenges we face.

Retention of our people
• Stages of life, bigger pond to swim in
• Safe and supportive
• They don’t fit, the Homerton family
• Travel and living expenses
• Don’t always feel valued or appreciated
• You really get to know people and invest in the
relationships making you want to stay
• Lots come back!!!
Focused Themes
Diversity and Opportunity
• When its good its amazing, it can be patchy
• Small trust - glass ceiling
• 50/50 two way street you have to want it too
• Missing the sight of non formal development
Engagement
• Exec board are accessible not always visible
• We don’t use our own language, this would help
people to engage
• Constantly chasing your tail, spinning around
• We need to engage to get the best out of people

Communication Trust Values Leadership

• Not the best at times, basic communications can
be poor
• You find things out in the corridor
• Generally good it can get noisy
• Geographic hurdles
• Slow and confused, can be difficult to know how to
“plug” into it
• Social movements, use the networks we have
• We need a shared understanding • Leaders can be supportive and committed,
• Most useful at PDR
yet at times, leaders can be remote
• Can we move them on to be more useful every day
• we need real language and ways of measuring when • Issues arise when managing conflict
people live them • leadership opportunity and training
• we need clarity and consistency about what happens • The pressure and pace of the work,
when people don’t combined with our culture of a strong
operational focus, means we often ‘act
down’ a level ‘to get the job done’

Thematic Analysis of NHS Staff Survey 2017

The staff survey results compared with 2016 show a slight This shows that we are still comparably one of the best Trusts
downward trend in overall satisfaction within the Trust. to work for within London.

At our best What’s important to us all

WE WILL BE LIKE THAT WE MAKE A DIFFERENCE BY:

Have clarity of purpose We are Passionate about health wellbeing

and alignment
and people first
Calmer and happier

Less family and more team We out perform for our size
Responsive but not kneejerk
Safe and supportive
Proactive and much less reactive
Do what we say we will do with,integrity
Spot things early and adopt, (horizon scanning)
openess and honesty
Driving creativity and innovation with challenges to solve

Our behaviours would be positively predictable A connected part of the social movement for
Hackney as a community of caring
Celebrate success, practice the little things (that make the difference)

Communication would be clear and flowing We commit to looking after ourselves

challenging the status quo, freedom and autonomy always improving
which gives us energy That we put our passion and mission in front of
ourselves, our team and personal recognition
Radical and brave, through people first not money first

What we will do next

Informed by your insight, we begin work with staff from across the Trust to co-design a set of products, solutions and
experiences that will be available for everyone to use. Dates have been agreed for a series of design events, hackathons
and workshop sessions at which we will develop and test the tools and resources we create together. The impact that
we want these tools and experiences to deliver will support our people in making Homerton the best place we can be
to work and receive care. We aim to:
REFRESH THE TRUST VALUES AND CREATE A NARRATIVE TO ‘TELL OUR CREATE A STRUCTURED APPROACH TO
BEHAVIOURS INCLUDING TOOLS TO STORY’ OF US AT OUR BEST, WHICH WILL TALENT MANAGEMENT TO SUPPORT
BRING THEM TO LIFE AND HELP US HELP DESCRIBE WHY, HOW AND WHAT AND RETAIN COMMITTED AND HIGH
EMBED THEM IN OUR DAILY WORK WE WANT TO ACHIEVE TOGETHER PERFORMING STAFF

DEVELOP A HOMERTON LEADERSHIP DEVELOP A SET OF PRODUCTS AND WORK WITH STAFF TO DEVELOP
MODEL DESCRIBING THE LEADERSHIP EXPERIENCES THAT HELP US RECOGNISE A DEEPER UNDERSTAND OF
BEHAVIOURS THAT WE VALUE AND AND CELEBRATE OUR ACHIEVEMENTS OUR EQUALITY AND INCLUSION
SUPPORT PEOPLE TO PERFORM AT AND OUR AMAZING WORK CHALLENGES AND DEVELOP DIFFERENT
THEIR BEST WAYS OF WORKING THAT PROVIDE ALL
STAFF WITH THE OPPORTUNITY TO BE
THE BEST THEY CAN AND ACHIEVE
THEIR CAREER GOALS

WE START TOGETHER APRIL 2018 FOR (10 WEEKS) TO COMPLETE OUR

PROTOTYPES BY LATE JUNE READY FOR ALL TO USE.