Like many organisations, this NHS Trust observed a general post-pandemic decline in staff morale. However, one key team was facing more acute issues that required immediate intervention. Our approach involved understanding the challenges not only from within the affected team but also in relation to other areas of the Trust.
Like many organisations, this NHS Trust observed a general post-pandemic decline in staff morale. However, one key team was facing more acute issues that required immediate intervention. Our approach involved understanding the challenges not only from within the affected team but also in relation to other areas of the Trust.
Given the sensitivity of the situation and the need for comprehensive data, we employed a combination of quantitative and qualitative methods, including one-to-one interviews, focus groups, and surveys, engaging over 100 colleagues from both within and outside the audited team.
We guided our analysis using a tailored version of our six-element cultural diagnostic model, which was adapted to meet the Trust’s specific needs: (1) alignment of culture with purpose, (2) colleague trust and enablement, (3) leadership and management, (4) collaboration and connectedness, (5) responsiveness and openness to change, and (6) belonging and respect.
By analysing the qualitative and quantitative data through this cultural lens, we uncovered the root causes of staff dissatisfaction and low morale. Several friction points emerged, linked to working practices and cultural dynamics both within the affected team and between it and the wider Trust. We provided the Trust with four priority recommendations, along with six ongoing actions, to serve as a foundation for reshaping the culture of the audited team.
Our comprehensive analysis uncovered the underlying causes of staff dissatisfaction and low morale within a key team.
Our tailored cultural diagnostic model revealed critical friction points in working practices and dynamics both within the team and across the wider Trust.
We provided the Trust with 4 priority recommendations and 6 ongoing actions to reshape the team’s culture and improve staff morale.
