In November 2018 Speak up Safely was
launched, together with BUILD/ABC e-learning
and face to face sessions, as part of our
strategy to tackle inappropriate behaviour. To
date around half of our workforce has attended
sessions or worked through the e learning
information about BUILD and the ABC of
appreciation. In situations where individuals
By Ros Jackson, Programme Manager.
In early 2016 the Executive team agreed that
Staff Engagement and Culture was to be one
of the four strategic priorities for our DHB.
In May the first Staff Engagement and Culture workshop was held
with a cross section of the organisation. The group of about 80
staff decided and agreed the following four work streams within
the Staff Engagement and Culture strategy:
• Implement the CARE values
• Inter-personal and team communications
• Performance development including appraisals
• Tackling inappropriate behaviour and bullying.
“We will work together to strengthen our staff relationships. We
will begin this journey by having meaningful discussions that will
bring the organisation’s values to life and make the Bay of Plenty
District Health Board a great place to work.” (May 2016)
k up Safe
ea
V-BR
Since then we have welcomed the views of staff and patients across
the organisation through three staff surveys, many workshops, and
used the feedback to shape the programmes of work achieved
which include CARE, BUILD, V-BR and Speak Up Safely.
A
B
C
possible or effective, staff have accessed the
Speak up Safely reporting tool. We should
be proud of what we have achieved so far as
a team, however when you want to change
organisational culture, there is always more
to do.
Looking ahead
The mantra by-staff-for-staff was adopted, and from this initial
workshop we pledged.
B U
I
L D
felt speaking up at the time was not safe,
Values-based
Recruitment
Staff informed changes to our values, to include All-One-Team
and Manaakitanga. We have gotten behind BUILD and the ABC
of appreciation as our model for speaking up which forms the
foundation to Speak up Safely. We have redesigned how we
recruit staff who share our CARE values as well as their specific
skills, knowledge and experience. We have taught our managers
about values based leadership and the Speak up Safely process
which is a consistent initial approach to managing behaviours
that don’t match our values supported by our revamped shared
expectations (code of conduct) that better reflects our values. We
also created a community site on OnePlace, which details the
history of our journey as well as current information and resources.
Soon I will be stepping out of the role of Creating our Culture
Director. Another person will take over the reins and there is still
much to do. They will lead implementation of the communications
action plan that promotes communication between and amongst
teams. They will oversee Speak up Safely and support staff
who triage the reports and the peer messengers who give the
gift of feedback to their colleagues. Together with the People
and Capability team, a review of our performance development
including appraisal process will occur. Who has had an appraisal,
who hasn’t, how do we know? How do we do better at providing
staff with more frequent feedback about how they are doing in the
workplace? And throughout all of this, keep the CARE values at
the forefront of everything we do? These are topics we said we
would review and we will.
Creating a better work culture for our organisation is a team
effort. It is up to all of us to be part of the change we are seeking.
The Creating our Culture advisory group was set up to oversee
Creating our Culture initiatives. The members of the group are
broadly representative of staff groups and work sites, enabling
them to maintain high levels of staff engagement across the work
streams while championing the Creating our Culture programme
across the organisation. It’s essential for the on-going success of
the programme that there’s a team responsible to monitor how we
are progressing, as the culture of an organisation is a fragile thing.
It’s dynamic. It needs constant nurturing. It must be a continuous
work stream.
Choosing a positive attitude
It’s down
to them
We need to constantly ask ourselves “what is my contribution
here, how can I help, did I create this?”
GETTING
UNSTUCK
It’s up
to me
5
• Stuck, excuses…
• Results