In the first of those areas – learning and development – we are looking to increase visibility of training, career development and learning opportunities, as well as promoting and highlighting training achievements and qualification successes across the division. To that end, we have introduced a new, regular publication in Laboratory Medicine called Recognising Achievements.
This publication takes the form of a poster to be displayed on noticeboards as well as being emailed to all staff, listing the most recent exam successes, completed portfolios, training achievements and qualifications. There has also been an increased drive to feature these successes in the established PathNet staff newsletter, and to see them published in CSS News. In addition, achievements are regularly submitted as part of a weekly round-up of items provided to senior managers in CSS and throughout the Trust.
The second area – recognition and reward – is all about improving awareness and use of recognition schemes, from encouraging managers to use the appraisal process to formally recognise or nominate more members of staff via the CSS Star awards. We have been working to raise the profile of the various recognition schemes, with another new publication in the form of a regular poster listing the Lab Med recipients of Excellence Reports in the year so far, plus a change in the way Excellence Reports appear in our quarterly staff newsletter PathNet.
Instead of listing these reports in their own section, each Excellence Report is now covered in a separate article, allowing more detail and increased recognition for those involved. We are also working to encourage more use of the recognition schemes in place. Step-by-step guides to submitting an Excellence Report or giving a Shout Out via Open Door have appeared in PathNet.
The third area is engagement, morale and wellbeing. We have a number of actions planned to increase staff engagement and to improve how we listen to staff as we strive to understand underlying causes of reduced morale, and to act on feedback we receive.
In addition, we are looking to put structures in place to review workload, work pressures, burnout and other health and wellbeing concerns. We also want to update staff regularly on progress in addressing the themes raised.
This year has, of course, seen the introduction of our Staff Survey Working Groups, which examined the results of last year’s survey in detail in order to identify the key areas we need to look at. The work of these groups continues to develop the division’s responses to the survey findings.
The 2026 Staff Survey is now arriving in people’s inboxes, but rest assured that we are still developing our actions from the 2025 survey and the important work we have begun on these will continue going forward. We encourage all staff to complete the new survey. We know there is much more that we can and will do to support our teams in the future and the survey is a chance to make your voice heard.
The Staff Survey Working Group took a break over the summer but meetings will return in October with a monthly forum. As ever, any member of staff who is interested in taking part is welcome to join. To sign up go to https://forms.office.com/e/ns0FecT5N6 or scan this QR code:
Civility Champions and Freedom to Speak Up (FTSU) Champions
We are currently looking for Lab Medicine staff to become Civility Champions or Freedom to Speak Up (FTSU) Champions. A training course for those who wish to be a Civility Champion is scheduled for November 3rd.
If you are interested, speak to Sarah Hird (Sarah.Hird2@mft.nhs.uk) or Tanya Williams (Tanya.Williams@mft.nhs.uk). To apply to become an FTSU champion complete the application form at https://forms.office.com/e/gkiKkNyHK4 or scan this QR code:
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