Community

1
Trade Unions
Professional
Patient
Team Member
Community
2
Culture/Trust Matrix
Culture High
Potential for effective relationship Low
Trust/High Culture
Effective Relationship High Trust/High Culture
Low Trust
High Trust
Poor Relationship Low Trust/Low Culture
Ineffective Relationship High Trust/Low Culture
Culture Low
3

• Individual
• What is in it for them
• benefits?
• monetary gain?
• prof development?
• status
• C.V.
• commitment
• values (shared)

• T U Representative
• benefit for trade union members
• (may compete with other TUs)
• conduit for comms
• national/local TU conflict
• understand full agenda
• capacity

• Expert Patient
• inside information to get an
• inequitable service
• staff experiences do we use
• this?
• staff knowledge as carer
• confidentiality

• Member of Team/Organisation
• common values
• dysfunctional/functional
• do they identify with the wider
• team/org?
• competition between teams
• especially if monetary gain end
• target

4
T U Representative There may be good culture at
the top but this needs to be filtered thorough
Professional The individual as valued skill and
knowledge resource across all networks
(Expert Patient) Skills and techniques of EPP
impact on wider activities
Member of Team/Organisation Reliance on cascade
structure for communications is not working
5

• Need to justify attendance
• TU work
• in addition to day job
• Need for inspirational leadership and commitment
  to deliver
• Involvement of staff must be
• of adding value
• sustainable/managed
• must address the real needs of staff, as
  identified by
• them e.g. environment, facitilities, safety
• Learn from best value local government model
  of
• service review both positive and negative

6

• Professional
• Taking off the blinkers in terms
• of management approach
• Embed it into the work people do
• Challenge the tick box culture
• (working with managers)
• Space for reflexive practice
• sharing and learning from
• mistakes

• T U Representative
• Responsibility and respect
• from ALL to ALL
• Improving working lives
• Training and culture
• learning reps

Member of Team/Organisation Addressing the small
things first with staff eg Time off travel
claims Work with the Middle to Ground level to
pyramid culture. Key advocates for NHS

• (Expert Patient)
• Listening to staff and valuing
• their experience and giving them
• time.
• Improving working lives (use
• it)

7
T U Representative
Professional Pride in doing a good job Time to
develop/train
(Expert Patient) Valuing self management Opportun
ity for further development

• Member of Team/Organisation
• Not invested in management?
• external consultant/
• management trainees

8
Issues for PCTs re Staff Involvement

• Political vs operational agenda
• PCT HQ vs teams at work in community e.g. D.Ns,
  GPs
• Merging organisations and their varying
  cultures. How
• best to harmonise ways of working over time.
• Communicating share good practice/making a
  difference
• How to change peoples perception to see the
  bigger picture
• and permeate through the system.
• How to identify what is the bigger picture and
  how it relates
• to staff in the organisation
• Giving individuals permission to challenge
  and taking action
• as a result
• People are very busy

9
How to encourage Staff Involvement

• Newsletters giving opportunities for
  involvement
• Get rid of hierarchical job titles!
• Listen to what people are saying and act on it
• what irritates and annoys them (often quite a
  small issue
• that can be easily rectified)