MANCHESTER SPECIFIC INFORMATION
There are many challenges facing local authorities, including increasing demand, significantly reduced budgets, expectations of adults and carers, implementation of new legislation, regulations and standards. Key to operating successfully in challenging times is developing a workforce which is engaged, motivated and productive and have job satisfaction. Front line staff have direct experience of key issues and therefore often can suggest workable solutions to identified areas requiring development. There are four key elements to achieving such goals:
Staff engagement may involve creating and maintaining a cultural shift in the way organisations behave.
In Improving social and health care services, SCIE, 2007 the authors note staff employee involvement and participation is one of the key features of successful organisational change alongside: effective leadership that enables change; stakeholder involvement and partnerships; recognising and supporting diversity; enhancing skills and development; working with resistance and undertaking evaluations that promote value.
In relation to employee involvement and participation they state that employees should be entrusted to take forward improvements in their day to day service delivery and that if staff are involved in the planning stages of organisational change, they are more likely to support and feel part of the improvement process. It is key that staff are consulted, heard, and considered – including those who may not initially embrace change. Below is a summary of their action points:
The Directorate highly values staff engagement and feedback. Following a major staff consultation in 2014, there is an annual employee survey to gauge employee feedback via independent research. To supplement this, all strategic managers will have a local communication and engagement plan.
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