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We have thousands of staff in our #1BigTeam with great ideas. We are always on the lookout for these ideas and feedback to help us continually improve things, for both our patients and our staff. This is a respository of the changes we have made together - #WeDidItTogether – to continually make UHP a better place to work and be cared for. We wanted to bring examples together to share good practice as widely as possible.

If you would like to share changes for the better you’ve made in your local area then please contact communications.phnt@nhs.net.

WeDidItTogether Categories 1

Equality diversity and inclusion

Health and wellbeing

Immediate managers


Quality of Appraisals

WeDidItTogether Categories 2

Quality of care

Safe environment, bullying & harassment and violence

Safety culture

Staff engagement

Team working

IM&T Service Desk hit impressive 100% staff survey completion

IM&T team photo The IM&T Service Desk has reached 100% Staff Survey completion rate, becoming the first team to do so this year. Charlotte Hryniow is IM&T Service Desk Manager and has seen first-hand the difference the Staff Survey has made to her team.

We made sure that this year our colleagues had protected time to fill in their surveys. Everyone had 15 minutes, and by doing so it placed emphasis on how the results of the survey are valued. We aren’t saying if you get a spare five minutes please fill it in – we want to ensure our colleagues have real time to think about what you want to say and how you want to say it.

Of those that completed last year’s survey, our colleagues have seen their voices were listened to from the improvements made to the team. That is so important when encouraging people to fill out their surveys.

As a team, we have explained the importance of completing the survey, and positioned it as “not just another survey”- because it really isn’t. If you want change and if you want to make your department better, this is the opportunity to do so and the data from that goes straight to those who can implement it. For example, when we moved offices during the year, staff opinion about the working environment from last year’s survey was used to help inform the new space.

We openly communicate to the team that we looked at last year’s data in management meetings and forward planning meetings and fed back to the team as a result of the survey. Our colleagues saw literally in front of their eyes how their voice was being put to use – I cannot think of any better way to demonstrate how important the survey is in that sense.

Being in corporate service it is hard to ascertain the difference we are being made directly to patients and staff, so it is so useful to remind people and tell people (through filling out the survey) that all work carried out here is with the end user benefit in mind and to make the Trust a better place to work.


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