Feedback

Take a look at what we've done

Since receiving your feedback in April, we have been working hard to improve your working experience, wellbeing, and personal achievements. Find out what we've done so far:

Improving Colleague Recognition

To achieve this we have re-launched our Colleague Recognition Scheme 'Shining Star' which recognises our Stars on a monthly basis and rewards issued with monetary vouchers.

We have created the MyEzec platform

We have recently developed MyEzec which is a communication channel to share success stories, business announcements, individuals personal achievements and generally help to share all the above more widely to create a 'one business' culture.

Bi-monthly manager briefings

We have also introduced bi-monthly manager briefings which is a method to keeping everyone updated. This briefing is recorded and uploaded to MyEzec to enable all colleagues to keep informed and you can listen at a time that is convenient to you.

Creating new opportunities for growth

We have already been offering opportunities for colleagues to develop new skills to enhance our patient services ie mental health and we will continue to focus on extending this further for colleagues to get involved in over the coming months.

What's next? Here's our Action Plan

We still have further processes and plans that we will implement in the coming months, take a look at the next stage of our action plan below.

of colleagues feel that they are kept informed of future changes

Keep you informed of future changes

We have additional plans to continue focusing on this as a priority, which we will do via noticeboards, the introduction of 'Comms Champions' and a 'Great Ideas' suggestion scheme to name a few, so do keep a look out.

of colleagues feel that Managers encourage innovation or ideas

Encourage your innovative ideas

We are implementing 'Great Ideas' which will become an approach for capturing how our colleagues can contribute to our success and will help to build a company-wide approach. This will become a rewards based scheme developed with ideas that provide a financial / business efficiency or service improvement outcome. We will continue to keep you informed as we create this scheme.

of colleagues feel that there is a lack of quality One to Ones

Relaunch colleague One to Ones

We are planning to review our existing performance review process with consistent One to Ones being held between the manager and colleague to ensure protected time is provided for two-way feedback between you and your line manager.

of colleagues feel that there is a proactive interest in colleague wellbeing

Increase interest in colleague wellbeing

We are considering additional training and how we can become proactive. In addition to focusing on Mental Health, we are planning to create a calendar of events that we can share across the business to provide clarity and wider support. There are a number of topics we can focus on, get in touch with what you would like to see implemented.

of colleagues feel that the Mental Health First Aiders in the company are unknown

Increase awareness of Mental Health First Aider Champions

We intend to increase the number of Mental Health First Aiders and we are keen to hear from anyone who would like to become a Champion for their base.

of colleagues feel that the EAP is unknown

Maximise awareness of the Employee Assistance Helpline

We plan to increase communication about the services available that provides money advice, personal support and guidance with anxiety, stress, domestic, or property worries. If you need immediate support, please contact 0333 400 0545 or find further information through the Hapi@E-zec benefits platform. This advice is provided confidentially and not disclosed with E-zec.

of colleagues see a need to increase awareness and opportunities for apprentices

Increase opportunities and awareness of apprenticeships

We are going to launch our first apprenticeship programme for front line workers, which we anticipate being very positively received. We also have further plans to develop a portfolio of programmes so that colleagues have a choice of learning.

of colleagues feel that there are limited progression opportunities

Reinforce our progression opportunities

We are planning to develop more structure regarding career development which will include the opportunity of secondments, having clear and meaningful objectives to help personal development, all of which will enable us to start focusing on succession plans for our colleagues.

of colleagues feel a lack of clarity between their role and company values

Improve clarity of how your role contributes

As we continue to focus on building our culture and focusing on 'People First', we will continue to share our approach to achieving an improved link, which will evolve as we grow and build a great place to work. We are committed to investing in our greatest asset 'YOU' which means we will be developing tools and approaches to help you understand the link and contribution you make.

You've spoken up.
We've listened.

1 in 3 colleagues have spoken up. We've created a clear plan going forward...

Colleagues said they want to feel valued, recognised and informed about the progress as we build a 'Great Business'.