Our best Staff Survey results since 2018!

“These results give us much to celebrate in terms of the progress that has been made"

The Trust celebrates best NHS Staff Survey results since 2018

The NHS 2023 Staff Survey results have been published today and we are delighted at the way ours evidence the progress we are making as a caring, considered and forward-thinking NHS Trust.

For this survey we were reported against all nine People Promise elements, providing new trend data for the first time.

The Survey was responded to by 1,569 substantive colleagues in total, which equates to 50.2% of staff, a rise in response rates of 6% on the previous year. Our response rates are just 2% below the median average for all NHS Mental Health Trusts.

In addition, we also had 131 bank staff respond to their Survey, which is 27% of this staff group and up 12% on previous year; Bank staff results will be available in April 2024.

An infographic showing key highlights from the report

Across the board our question level results show some fantastic favourable improvement in staff experience at our Trust.

Particular highlights from the 2023 survey are:

  • You gave us our best response rates since 2019
  • You gave us our best results of question-level data since 2018
  • We have improved on eight of the nine People Promise Themes
  • We have shown ‘significant improvements’ in three People Promise Themes
  • All four Workforce Race Equality Standard metrics have shown a favourable change
  • Two Workforce Race Equality Standards show significantly favourable change
  • Seven of the Workforce Disability Equality Standards have shown favourable change
  • One Workforce Disability Equality Standard showed significantly favourable change

However, there is still work to do and lessons to learn from what you have told us.

  • The one People Promise Theme showing unfavourable results is ‘We are a team’
  • The one Workforce Disability Equality Standard that has unfavourably declined is the number of staff who believe the Trust values their work

The value of the National Staff Survey is that it gives you the opportunity to tell us where we need to improve. Our senior management have already met to discuss the findings of last year’s survey and we have begun the process of addressing the two areas above and any others that did not improve as we would have liked.

You can read the full LYPFT Staff Survey substantive staff results by downloading this PDF.

You can read the Directorate level results by downloading this PDF.

You team level results will be made available via Echo (**see information at the bottom of this page on how to access Echo and how your anonymity is maintained).

On a joint statement Dr Sara Munro, Chief Executive, and Darren Skinner, Director of People and Organisational Development welcomed the results of the 2023 National Staff Survey in saying: “On behalf of the Trust we are grateful to everyone who took the time to complete the survey at what is always a highly pressured time of the year, which makes your feedback even more invaluable. 

“We are thrilled to see the positive outcomes of the work we have committed the Trust to in respect of ensuring ours is an inclusive and culturally embracing workplace, one where diversity is welcomed, supported and valued.  

There is much to be welcomed and celebrated in the results of last year’s survey, in particular the significant improvements in areas of the People Promise, with eight of the nine People Promise Themes having shown an improvement over the previous year’s results.  On top of that, all four WRES Standard metrics have shown a favourable change, with two being significantly favourable, which is something we can be rightly proud of at LYPFT.  

“These results give us much to celebrate in terms of the progress that has been made over the past 12 months. And yet there is still further to go. Seeing where we have been able to make improvements for colleagues can help us focus and take the learning to those measures that have not progressed as much as we wanted. Our commitment to that will not falter so long as we have your support and you feel empowered to speak out and let your voices be heard.”

A detailed look at the results

Largely, the question level results show some fantastic favourable gains with 59% of questions improving compared to our 2022 results, when we recorded 53% of questions improving.

People Promise Themes

We are delighted to see statistically significant higher scores appear in our People Promise Themes, those being “We are always learning” and “Morale” in comparison to what you reported in 2022.

The only unfavourable change is for ‘We are a team’ which has slightly declined by -0.02 points, which is not classed as significant.

When compared to the NHS Sector average, our results show:

  • Six People Promise Themes better than the sector average
  • One People Promise Theme the same as the sector average
  • Two People Promise Themes worse than the sector average

Workforce Race Equality Standards

If we compare this year’s results with those reported in 2022, we see that all four Workforce Race Equality Standards have shown a favourable change, with a significant favourable increase of +10% (now at 52%) in our staff from all-ethnic communities feel that the Trust provides equal opportunities for career progression or promotion. In addition, our colleagues from minority ethnic communities have reported a significant drop (-5.5%) in them experiencing bullying, harassment or abuse from other staff. Considering the wider potential influences taking place at national and international level in this area, the Trust can be justifiably proud of these results.

In comparison to the NHS Sector Average our all-ethnic staff are:

  • Experiencing a lower level of harassment, bullying or abuse from colleagues/other staff.
  • Feeling that the Trust provides them with more equal opportunities for career progression or promotion.
  • Feeling that fewer of them have experienced discrimination from their colleagues in the last 12 months.
  • Experiencing a higher level of harassment, bullying or abuse from service users/members of the public

Workforce Disability Equality Standards

Our colleague with long-term health conditions or illnesses have reported favourable changes in seven of the eight subjects measured, significantly, they have reported experiencing less staff harassment, bullying or abuse from service users, which is something to be welcomed.

It is encouraging to note that we have seen a significant rise in the number of those colleagues feeling psychologically safe enough to report incidents of bullying, harassment or abuse as is evidenced by the year-on-year figures of 59.4% in 2022 compared to 61.2% in 2023.

Unfortunately, we have seen a decline of -2.5% in the number of staff who believe the Trust values their work, which is an area we will be focusing on in future.

Acting on our results

Trust-wide data will be shared with several groups, such as Civility & Respect, Strategic Resourcing, Health & Wellbeing, EDI, and Violence Prevention & Reduction Groups amongst others to ensure that this data then feeds into their planning process for improvements.

Team level results and Intention Planning

In early April managers and team leaders will be able to access their local team data** via Echo, our business intelligence system.

We will be contacting services and teams with their results to discuss and agree collaborative Intention Plans, supporting managers and teams to interpret this data to help drive local improvement initiatives.

** Please note: IQVIA (previously known as Quality Health), which runs our staff survey, anonymise all our staff’s individual answers and present them back to us at team level data only.  Also, to further support anonymity of staff the Trust is only able to access data right down to individual team level for teams that include more than 11 responses from staff.  Any member of our staff can see how this data is presented by accessing their team level results on Echo. Echo can also be accessed at any time via ‘Important Trust Links’ on Staffnet.