“员工重要计划”:改善员工工作幸福感的八个步骤

IF 1.7 Q3 HEALTH CARE SCIENCES & SERVICES
Karen Turner, Rebecca Longmate, Jane Coy-Terry, Meric Dai
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引用次数: 0

摘要

背景和目的:“对工作人员重要的事情”方案是在皇家自由医院设计的,旨在解决改善劳动力福利的一个关键优先事项。最初的目标是建立一个对员工重要的事情做出反应的项目,并在两年内扩展到整个医院的70个团队。方法:该计划是通过围绕“工作乐趣框架”中的“对你重要的是什么”对话添加一套简单但重要的步骤来开发的。该项目于2022年1月招募了第一批团队,此后已广泛推广到90多个地区,约有3000名员工参与。结果:自项目开始以来,在员工体验、员工敬业度和劳动力指标方面都有了显著改善,现在每个部门都像往常一样开展业务。由于其标准化和系统化的方法,而且该方案被视为推动积极和有影响力的变革,因此它很容易在最小的资源上进行扩展。总结:在过去的两年里,该项目为员工提供了表达意见的机会,并支持领导者提出、倾听和做对团队最重要的事情。这导致了劳动力指标的改善,该计划得到了广泛的扩展和推广。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
'What Matters to Staff Programme': eight steps to improve staff well-being at work.

Background and aim: The What Matters to Staff programme was designed at the Royal Free Hospital to address a key priority of improving workforce well-being. The initial aim was to set up a programme that responded to what mattered to staff and could be spread to 70 teams across the hospital within 2 years.

Methods: The programme was developed by adding a set of simple, yet important steps around the 'what matters to you' conversation from the Joy in Work Framework. The programme enrolled its first teams in January 2022 and has since spread widely to over 90 areas and has involved approximately 3000 staff.

Results: There have been significant improvements in staff experience, staff engagement and workforce metrics since the programme began and it is now embedded as business as usual within each division. It was easily scalable on minimal resources due to its standardised and systematic approach and because the programme was seen to drive positive and impactful change.

Conclusion: Over the past 2 years, the programme has given staff the opportunity to have their voice heard and has supported leaders to ask, listen and do what matters most for their teams. This has led to improved workforce metrics and the programme being widely scaled and spread.

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来源期刊
BMJ Leader
BMJ Leader Nursing-Leadership and Management
CiteScore
3.00
自引率
7.40%
发文量
57
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