Best Employer for Staff Recognition and Engagement

Barts Health NHS Trust
Barts Hearts peer-to-peer recognition platform for everyday acts of kindness and to support wellbeing

" Prioritising staff wellbeing is crucial. Receiving recognition triggers the release of dopamine, reducing stress levels. Positive feedback directly correlates with reduced stress, contributing to improved wellbeing.

We co-designed a programme of recognition with our people, of which one feature is the Barts Hearts peer-to peer recognition platform to enables everyday recognition and visible shout-outs for everyday acts of kindness. Following its launch, we have seen engagement like never before. The first 24 hours saw 4,478 messages sent, reaching staff that may not ordinarily feel recognised. High levels of engagement continue.

Our programme of recognition supports staff engagement, recruitment and retention."

Black Country Local Maternity and Neonatal System
Maternity Teams Pioneer Region-Wide Digital Platform to Enhance Frontline Staff Engagement and Patient Experience

" In July, the Black Country LMNS partnered with HealthTech solution ImproveWell to enhance maternity services across multiple NHS Trusts. The project aimed to address issues of staff wellbeing and patient care quality by capturing frontline improvement ideas and monitoring staff sentiment. Key challenges included engaging a diverse workforce and integrating the platform region-wide. Despite these, over 200 active users contributed 500+ insights, including 24 improvement ideas. Notably, 67% reported positive experiences, and 80% of ideas required no additional funding. The initiative is fostering a collaborative environment, driving efficiency, and enhancing both staff and patient outcomes."

Guys' and St Thomas' NHS Foundation Trust
The Nightingale Nurse and Midwife Award

" Launched in 2017 in honour of Florence Nightingale’s legacy, this initiative (unique to GSTT) is our professional award to recognise and celebrate our outstanding nurses, midwives and dental nurses. More than 450 individuals have achieved the award. To receive it, the applicant must provide practice evidence and complete an academic module. In March 2023 the new Head of Nursing, Nightingale Academy, commenced a relaunch of the Award so that the profile of engagement and recipients increasingly correlated with the diverse profile and needs of our workforce, and also to formally recognise and value our support staff and registered nursing associates."

Leeds Teaching Hospitals NHS Trust
Health Care Support Worker Day

" We wanted to celebrate the health care support workers within our organisation on the national days

*National Health Care Support Worker Day

*National Care Certificate Day

We really wanted to showcase the great work they do in our trust, we know from deep dives into our data that we loose potentially 20 health care support workers a month. The NHS England heat map of our organisation evidences we loose in absence double that of our nursing, midwifery and AHP colleagues. It was paramount to us to raise the profile of HCSW workforce and celebrate their outstanding contribution to care."

Mid Cheshire Hospital Foundation Trust
Reward and Recognition

" In 2020, Endoscopy had a large number of staff leave the service, it was important to recruit and retain the team so that the service could become an effective service once again. The Managers of the service set about ensuring that the teams were recognised for all their hard work by setting up the following Health and wellbeing ideas.

• Employee of the month scheme
• Monthly newsletters
• Effective staff training plan
• Staff rewards

We introduced a daily staff huddle, monthly staff meeting and suggestion box (QR ) code for the teamsAlongside new equipment, new utilisation tools."

Ocean Healthcare
'Live Happy, Care Well'

" At Ocean Healthcare we believe that great care can only come from happy people. 'Live Happy Care Well' is our deeply held philosophy that drives all we do. Our aim is to help everyone working in healthcare to live happy lives, so they can provide consistently great care. We were aware that Carers were viewed as low paid ,hard work and there are a number of employers in our Community that carers can chose to engage with. We wanted them to engage, retain and enjoy their work. Out of this 'live Happy, Care Well' was born."

Royal Cornwall Hospitals NHS Trust
Critical Care Progression Pathway

" Life after Covid-19 on Critical Care meant we had a huge vacancy, and unsustainable turnover in Critical Care. Our staff were burnt out, with easier chances of promotions in other areas who demanded less of their staff. We needed a way to recognise and reward the commitment to Critical Care. We do not have enough nurses or student nurses to futureproof our service. We created the first in the country competency based progression from Band 5 to Band 6, but this was a small part of a pathway that started at Band 3 to grow and nurture our own."

The Rotherham NHS Foundation Trust
An Evidenced Based practice approach to Nursing Reward and Recognition

" The Trust is committed to enhance staff recognition and engagement by aiming to meet staff needs and reduce nurse turnover. To achieve this, we implemented mentorship programs, career development resources, and initiatives like the “Acorn Badge” to support new nurses and midwives. Challenges we faced included building trust and improving communication. This was addressed through the utilisation of open feedback channels and staff surveys. Outcomes included a 307% increase in restorative supervision sessions, improved staff retention, and national recognition for our wellbeing initiatives. These resulted in a supportive, engaged workforce, leading to better patient care more positive work environment."

University Hospitals of North Midlands NHS Trust
Centre for NMAHP Research and Education Excellence (CeNREE)

" The University Hospitals of North Midlands NHS Trust (UHNM) Chief Nurse had a vision to put research at the core of clinical practice. All nursing, midwifery and allied health professionals (NMAHPs) would agree that they aim to provide evidence-based care, but are their most research aware as they complete their pre-registration education. The desired state would be a workforce where research remains highly integrated with clinical practice throughout a NMAHP career. The UHNM goal is to be a world-class centre of achievement, where patients receive the highest standards of care and the best people come to learn, work and research."

University of Chester
Practice Learning Symposium and CAPE Awards

" The University of Chester have developed and implemented an annual event, which focusses on the sharing of best practice, while in addition celebrating the commitment and dedication of practice educators across the Cheshire and Merseyside region. The Practice Learning Symposium and CAPE Awards, focusses on positivity and celebration. Bringing together learners and professionals from across the region to engage in a range of workshops and networking opportunities. Following which an awards ceremony is held, recognising the vital role of practice educators and celebrating their achievement in the support of pre-registration learners."