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SAVE ITEM
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Know your data

Identify all useful data sources
Health and wellbeing can be measured using a number of metrics such as sickness absence rates, top five reasons for absence, return to work interviews, vacancy rates, staff turnover, Human Resource / Occupational Health interventions and referrals, agency and bank staff usage, staff survey response rates and many more. It’s important to identify which data sources are useful, including staff demographics and thing what impact each metric having on staff, or patient care. Also consider whether you need to talk to staff about this metric so that you can understand the context of this and the impact this is having. Read more about data and where to collect it from our webpages.

Ensure your data is accurate and up to date
Having up to date, real time data is really important to help you gain an accurate picture of what is happening in your organisation. Make sure  managers know how to log data on ESR regularly and accurately and ensure that you are collecting the right data at the right time.

Understand your demographics
Make sure you know who your staff are and the demographics across the organisation. This can help you tailor your approach to interventions and ensure they are as effective as possible. Find out more about demographics


Prevention

Encourage staff to take personal responsibility 

Encourage your staff to look after themselves and have self compassion. Working in such a busy caring environment means that staff may not take the time to look after themselves and develop healthy habits. Creating a culture that supports and encourages health and wellbeing can help staff realise the value of self compassion and take personal responsibility for their own health.


Use behaviour change techniques
Behaviour change techniques can help make healthy choices more accessible and the norm. You can find out more about behaviour change techniques from the behavioural insights team and in our communications guide.

Link with the public health agenda and implement NICE workplace guidance 

Use the evidence base to offer your staff healthy options and to help tackle workplace ill health. Prevention is really important to help staff feel well at work for longer. Timely interventions and prevention can significantly reduce sickness absence and the length of absences. The NICE guidance provides a clear, evidence-based framework for you to get started. Learn more on how to implement the NICE workplace guidance from our toolkit.


Intervention
Take a targeted approach
Target your interventions to help support your staff. You can use your data to find where hotspots are, and learn good practice from areas that are doing well. Particular staff groups may need more support than others.

Use available support services
Link in with your local public health teams and other providers in the area such as leisure centres to make your offer more comprehensive for your staff. You can also make the most of the expertise in your organisation, such as physiotherapist services or mental health support. It might be worth linking in with other local NHS trusts and the STP footprint in your area to make the most of resources. 

Ensure interventions are accessible for all staff
It's really important to make sure all your staff can access your interventions. Think about when different interventions are available. Is it best to schedule activities at lunchtime or would the start or end of shifts be better? Make sure that your night shift staff are able to access the same things as others.


Evaluate and act.

Use your strategic objectives to build a robust evaluation plan 
In creating your clear strategic vision, you will have set robust, measurable objectives. Use these to form the basis of your evaluation plan. You can find out more about how to evaluate your health and wellbeing programme.  

Plan your evaluation from the start
It's really important to plan how you are going to evaluate your programme before you start any interventions. This helps you to set measurable objectives and determine what success looks like. It can give you focus and ensure that you are doing the right activities according to your objectives. Often evaluation is an afterthought, but in planning early, you can demonstrate the impact of your programme from the offset and ensure your interventions are aligned with your strategic objectives.

Act on your findings
If your programme is evaluating well, interrogate what works and replicate it. If your interventions are not working, find out why and amend them accordingly. Is it because you didn't communicate well or are the interventions not what staff want? Do your interventions have a lasting impact?   Make sure that you communicate your findings to your staff and the board.

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