Really saying something... making best use of NHS Staff Survey data

As we start a new year, NHS trusts should by now have had their initial NHS Staff Survey results. This means they can begin planning to take action on issues raised in the results. 

There are some limitations on the initial data. For example, it will largely relate to the individual trust itself and not have much in way of comparative data for other organisations; nor will it have the fuller demographic breakdown, which is available once the official results are published; and the format will be less interactive than the NHS Staff Survey centre data dashboard.

There is also an embargo on discussion of the data outside of individual trusts. This does not prevent internal discussion with managers, though it may limit what can go in board reports as these are generally public documents. More information on the embargo is available on the Staff Survey website.

At this point in the cycle, it should be enough information to begin the work of understanding what staff are saying, reviewing approaches to engagement and developing plans to address issues raised. 

Three key things should be identifiable from the data:

• Trends for key People Promise themes and staff survey questions - Is the trust making progress on improvement, holding steady or have scores declined? At this stage it will not be possible to compare the rate of improvement with the national average so trusts should focus on reviewing whether their position is line with their expectations and goals. If it is in line, how can it be sustained? If progress is not being made, is it clear why this is?
• Overall scores will be known - How do these compare with any aims the trust has set? At this stage it will not be possible to compare with benchmark group or area averages so the focus will be on how the position compares with trust aspirations. Some organisations do set goals for achieving particular levels by certain dates.
• You may have high level data by department or directorate - These can be shared with relevant managers to help generate dialogues and ownership of issues identified. Traditionally organisations have tended to focus on areas of concern but should also seek to share learning from exemplary areas as well. 

Trusts may also want to look at how they follow up on issues raised. The Staff Survey is good tool for identifying what staff are saying, but other approaches will be needed to explore the why, and to identify (with apologies to Bananarama) what they are really saying.  For exploration of underlying issues OD-based tools can be effective and have been widely used. To gain a more in-depth understanding of a particular issue, the NHS England Pulse and/or a local survey tool may be most useful. 

How to use the various survey tools is well explained in NHS England's Listening well guidance.

A key theme for discussion at our November staff experience event was how best to make use of the data from the Staff Survey when developing local plans. Issues covered included linking Staff Survey data to developing action on retention, developing anti-racist strategies and actions, and using data to identify the staff experience issues which will have most impact on staff engagement. If you did not attend or would like more information on the approaches shared please get in touch. 

Trusts have shared a range of approaches to ensuring managers take ownership of results, communicating results to colleagues in a positive way, and cross referencing the data with other related workforce data, especially absence and retention data. The staff Survey data can be an alarm bell for likely issues with absence and retention, and action on issues raised in the survey can help improve absence and retention - positively impacting agency spend. 

Staff Survey data on involvement should also inform approaches to productivity and quality improvement. 

The Staff Survey provides a wealth of data to help with evidence-based decisions and with a structured approach. If staff see that what they said has made a difference, staff engagement will increase overall supporting further improvement and better patient care. 

NHS Employers is keen to share local learning on this and has recently published a case study with North Bristol Trust. 

If you have local experience to share please get in touch and look out for details of the webinar we will run once the full Staff Survey results are published.