iMatter Health & Social Care Staff Experience Survey 2024

Experience as an Individual

Results are aggregated for each question presented under the heading ‘As an Individual’.

There had been very little movement overall in ‘Experience as an Individual’ scores. Only two have declined by one point: ‘I feel appreciated for the work I do’ and ‘I feel involved in decisions relating to my job’. As these are two relatively low-scoring components at 76 and 72 respectively, they do suggest need to seek improvement in staff engagement and involvement.

Boards

Full Board data is included in the iMatter 2024 Data file^[8].

While the overall Health & Social Care scores have moved very little from last year, there are some large movements in individual Boards:

NHS 24 has achieved increased in all ‘Experience as an Individual’ components. The largest increases each of 4ps are in;

• I am confident my ideas and suggestions are listened to
• I am confident my ideas and suggestion are acted upon
• I feel involved in decisions relating to my job
• I feel appreciated for the work I do

Public Health Scotland has also achieved increased in all ‘Experience as an Individual’ components. The largest increases, again, each of 4 ps are in;

• I am confident my ideas and suggestion are acted upon
• I feel involved in decisions relating to my job
• I get enough helpful feedback on how well I do my work
• I feel appreciated for the work I do

In contrast, two Boards have seen declines in all ‘Experience as an Individual’ components. Healthcare Improvement Scotland has declined by 3 points or more in all but 1 of the components. The largest decline has been in:

• I feel involved in decisions relating to my job, down 7 ps to 67
• I am clear about my duties and responsibilities, down 5 ps to 80
• I get the information I need to do my job well, down 5 ps to 76
• I have sufficient support to do my job well, down 5 ps to 77
• My work gives me a sense of achievement, down 5 ps to 76

NHS Western Isles has also declined in all ‘Experience as an Individual’ components with 6 measures each down 3ps from last year.

A team story from NHS Lothian Harm Reduction Team, illustrates the importance of staff feeling supported, providing recognition for supporting others and looking after staff wellbeing:

NHS Lothian, Harm Reduction Team (REAS Directorate)

“The Team agreed to create a ‘Shout Out’ board, which is designed to recognise and acknowledge the help and support provided by fellow team members throughout the month. It is also used to say ‘thank you’ to colleagues. The concept is simple: an old white board was repurposed and hung in the main corridor of the department, to ensure staff and visitors see it. Staff write their ‘shout out’ on a Post-it note and stick it to the board. 

The Team also agreed to establish a joint team reflective practice session, which is designed to promote continuous personal and professional development, as well as promoting positive mental health and wellbeing. Building on the wellbeing theme, the Team created a Wellbeing Room. They were able to secure a small amount of funding, to paint an old, unused room, and buy a sofa and chair. This tranquil space is now used by staff when they feel they need to take some time out, for quiet reflection.

It is also a place for staff to meet informally, away from their workspace. The staff have taken ownership of the space by bringing in house plants, paintings for the walls and soft lighting.”

Staff Groupings

Last year NHSScotland and Local Authority staff scores were either the same or different by one point. This year there are several larger differences reporting:

• Local Authority staff score 3 points higher (84) than NHS Scotland Staff (81) for ‘My work gives me a sense of achievement’
• Local Authority staff score 2 points higher for 4 components:
  • I am given the time and resources to support my learning growth (NHSScotland 74, Local Authority 76)
  • I have sufficient support to do my job well (NHSScotland 80, Local Authority 82)
  • I am confident my ideas and suggestions are listened to (NHSScotland 76, Local Authority 78)
  • I get enough helpful feedback on how well I do my work (NHSScotland 76, Local Authority 78)

Details of scores for each of the individual Staff Groupings within NHSScotland and Local Authority are included in the iMatter 2024 Data file^[9].

• Within NHSScotland staff it is typically Ambulance Services staff who rate lowest and Senior Managers who rate highest.
• Within Local Authority staff, Older People Services tend to rate the lowest and Senior Managers the highest.