What works wellbeing, December 2017
- This report illustrates the effect of good people management with an analysis of the NHS
- The report found Trusts that made the most extensive use of good people management practices were over three times more likely to have the lowest levels of staff sickness absence and at least four times more likely to have the most satisfied patients.
- They were also more than twice as likely to have staff with the highest levels of job satisfaction compared to NHS Trusts that made least use of these practices, and over three times more likely to have staff with the highest levels of engagement.
- No link was found between people management practices and patient mortality.
- Good people‐management practices are those which, for example:
- provide opportunities for workers to influence their work directly and allow staff to have input into decisions about their wider working environment;
- have clear roles and responsibilities for staff;
- encourage staff to communicate respectfully with each other, to collaborate, to be supportive of each other and to work effectively in their teams.
- enhance workers’ skills and support workers with access to learning and development opportunities;
- improve their motivation to perform well, provide feedback on their work through fair, accurate, supportive and effective performance management processes;
- encourage managers to support their people, through, for example, encouraging staff, giving advice and providing help with work problems.
