• Develop clearer career progression pathways • Improve consistency of appraisal processes
• Support development of consistent management practices • Provide leadership development for managers • Strengthen accountability and feedback mechanisms • Enhance promotion and accessibility of wellbeing support • Monitor indicators of stress and burnout • Support work-life balance initiatives • Improve clarity around roles, responsibilities, and processes • Strengthen consistency across services • Address practical issues affecting staff experience, including working environments
Leadership and Management
Staff Wellbeing
Organisational Effectiveness
3.16 Conclusion The 2026 staff survey highlights a workforce that is committed, patient-focused, and supported by strong team relationships. However, it also identifies key areas for improvement, particularly in relation to pay, workload, communication, and development opportunities. Addressing these issues will be critical to improving staff experience, supporting workforce sustainability, and ensuring the continued
delivery of high-quality care. 3.17 Use of Staff Feedback NPC uses staff survey findings alongside other workforce indicators to:
• Inform organisational strategy and planning • Shape workforce and wellbeing initiatives • Support continuous improvement NPC remains committed to listening to staff and acting on feedback to improve both employee experience and patient care outcomes. 3.18 Annual General Practice Staff Survey 2025
Norfolk Primary Care - Quality Account 2025/26
54|Page
Made with FlippingBook - PDF hosting