District takes action after People Matter results It has been more than six months since more than 4000 NSLHD employees participated in the 2019 People Matter Engagement Survey (PMES) and the district has been busy taking action. “We want to make people’s experience working at NSLHD as good as it can be and we want people to feel included and engaged”.
NSLHD recorded one of the strongest engagement rates across the state’s health districts for the 2019 PMES. Since receiving the results of the survey, hospitals and services have been working hard to implement new and build upon existing initiatives based on staff feedback.
Director of People and Culture Paula Williscroft said the survey was all about taking action on what mattered to staff. “The PMES is the number one way we have to get some understanding of what our staff think, to hear their voice and we want them to know that we are listening,” she said.
59 per cent of staff
Launched the NSLHD Diversity Inclusion and Belonging Council to guide the development of the Diversity Inclusion and Belonging strategy
said senior managers in their organisation support the career
advancement of women, only 64% said they feel culturally safe in the workplace and 11% said they have experienced racism in the workplace in the past 12 months
Reintroduced local newsletters to support the District-wide newsletter to provide improved communications across all NSLHD facilities
52 per cent of staff feel that senior managers keep employees informed about what’s going on 46%
Enhanced the Executive Rounding programs at Hornsby, Ryde, Mona Vale and Royal North Shore to improve communication, feedback and feed forward
said they feel that senior managers listen to employees
52% of staff said
Continued Manager Toolkit training sessions to develop and support people management skills, with another 140 managers completing training in 2019
their manager deals appropriately with employees who perform poorly
Commenced work on a Change Management Framework due to be launched in March 2020
50% said they
feel that change is managed well
72% said they are able to speak up and share a different view to their colleagues and manager
Expanded the Speaking Up For Safety strategy beginning at Royal North Shore Hospital to Ryde and Mona Vale hospitals
6 NSLHDNEWS | ISSUE 2| 14 FEBRUARY 2020
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