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Staff Survey results:                                    Our promise to you in 2024

Our promise to you in 2024

Thanks to the many colleagues who took the time to complete the 2023 staff survey, we achieved our highest ever response rate and bettered the national average for the first time. 

Over 10,000 of us took part in the survey, which is 58% of our colleagues. The high response rate is important, as it means our plans are increasingly shaped by your experiences.  

Based on your detailed feedback and building on our RISE programme, we have developed the below as our improvement actions for the next 12 months.  

Recognised: radically improving the way we recognise and celebrate all colleagues.

  • Enhance our Long Service awards scheme, with new milestones for those at 5 – 55 years’ service.
  • Celebrate your contributions through the Annual Recognition awards, BEE awards, DAISY awards, Admin Star, and new Diversity awards launching in the Autumn.
  • Celebrate individual and team successes inside and outside the Trust.

Included: ensuring everyone at UHL can contribute equally, safely, and proudly.

  • Set out clear and measurable plans to tackle bullying, harassment and discrimination in all its forms.
  • Expand staff networks and shared decision-making councils, giving more people a voice in how UHL works.
  • Improve line management and leadership, aligned to our Trust values.

Supported: putting practical and compassionate steps in place to support you at every stage.

  • Put new ‘report and support’ tools in place to tackle violence and aggression, sexual harassment, and assault.
  • Grow our colleague wellbeing and staff benefits package, offering new initiatives on burnout prevention.
  • Radically improve the experience for new starters through our ‘First 90 Days’ programme and offer wider opportunities for colleague development at every level.

Equipped: ensuring people have the right tools to carry out their roles and becoming an organisation you can rely on.

  • Launch our new mobile app-based intranet platform and roll out further IT and equipment upgrades.
  • Build on the work started last year to get the basics right for everyone – this includes better food and drink offers, improved cleaning standards, and completing minor works and repair jobs faster.
  • Put a fair and equitable travel-to-work plan in place.