Staff Well Being Group – NAViGO

NAViGO has a national reputation of having a dynamic approach to staff mental and physical wellbeing.  “We consider that a workforce that is trained, feels valued and appreciated provides us with a strong foundation on which to build towards our organisational aim of providing award winning mental health services we would be happy for our own families to use”. We  offer  a wide variety of staff benefits and initiatives including but not restricted too : NHS Fleet Solutions:Lease Car Scheme for all staff, Cycle Scheme, TranserveUK: Credit Union, NHS Home Electronic, Childcare Vouchers, Computer Scheme, Simply You@NAViGO – access to complementary therapies via Occupational Health as well as free self referral, The Gardiner Hill Foundation Holiday Caravan – Access to reduced rate holiday caravan, Discounts at local shops and services

https://www.navigocare.co.uk/

Co-Production

  • From start: Yes
  • During process: Yes
  • In evaluation: Yes

Evaluation

  • Peer: Yes
  • Academic: Yes
  • PP Collaborative: Yes

Find out more

Please briefly describe your project, group, team or service, outlining what you do and why it makes a difference

NAViGO Health & Social Care CIC is a not for profit social enterprise delivering a whole care/support mental health service within North East Lincolnshire for the NHS, free at the point of care.

We are a membership organisation (comprising staff, service users, carers and members of the public with an interest in mental health); our membership is involved/consulted in everything we deliver.

NAViGO has a national reputation of having a dynamic approach to staff mental and physical wellbeing.  “We consider that a workforce that is trained, feels valued and appreciated provides us with a strong foundation on which to build towards our organisational aim of providing award winning mental health services we would be happy for our own families to use”. We  offer  a wide variety of staff benefits and initiatives including but not restricted too :

NHS Fleet Solutions:Lease Car Scheme for all staff

Cycle Scheme

TranserveUK: Credit Union

NHS Home Electronic

Childcare Vouchers

Computer Scheme

Simply You@NAViGO – access to complementary therapies via Occupational Health as well as free self referral

The Gardiner Hill Foundation Holiday Caravan – Access to reduced rate holiday caravan

Discounts at local shops and services

Work For Us

Staff Benefits

we felt that although  as an organisation we offer  incentives and benefits that staff needed to lead this forward  by way of a staff wellbeing group which would represent all areas of the organisation feeding ideas and information from the teams to the group then back to the teams via staff meetings and team briefs.

To form the “staff Wellbeing Group” we requested that all managers allocate a group member and ensure that they had allocated time to attend meetings and to be able to bring ideas and feedback to their teams.

We had the first team meeting in September 2017  with attendance from most groups in the organisation including:

CMHT, EIT, IAPT – Open Minds, Psychology, Older Peoples, Acute, Comms, Occupational Health Nurse

AMHP’s, Tukes – Ancillary Services

The meeting was chaired by myself and head of workforce – Richard Watson

Terms of reference were agreed and ideas were shared with actions for members to take back to there teams.  A simple quick win was agreed in that some teams had free tea and coffee and other didn’t so we agreed that all staff would have access to free tea and coffee in all areas and this would be shared with Senior Managers to ensure it happened.

The team met monthly but attendance was sporadic from some areas and although ideas were bounced around actions were not forthcoming. The core members of the group felt this was because original members were been sent to represent areas so we went back to senior managers  in early 2018 and asked the  managers that they discuss in their teams meetings and ask for  volunteers who were interested in joining the group and committed to attending. From this we then had new members attend who wanted to attend and the group became a productive group.

We shared ideas not only through team meetings but on the NAViGO weekly staff bulletins. Simple things like:

Support  for any staff interested in running

Additional local stores that might give staff discounts including specialist bra fitting shop that we linked into breast awareness

Older Peoples wanted a basketball court which we supported with ideas for fundraising and taking the idea to senior managers

 

Throughout the year NAViGO hold interdepartmental events such as sports days, netball and rounder’s tournaments which the winning team takes the challenge of organising the next event. The group suggested it should organise the next event. Ideas were bounced and we agreed on a “it a Knockout Event”. We took this to  senior managers meeting and the Chief Exec Jane Lewington agreed to fund it.

We tied this event with Starwards our favourite small charity who were celebrating International Talk Like A Pirate Day. The event was well attended by all teams from NAViGO and service users, it was wet it was wild it was fun and we had so many pirates in the field supporting Starwards it was amazing.

It consisted of teams of ten people, it could be any people and was a mix of staff, volunteers and service users. We did hire a company to facilitate the day due to the nature of the activities, this was the only cost other than time. All staff across the organisation where given the opportunity to take part, time was given for community staff to organise their diaries around it, there was sufficient time for staff who worked on a rota to ensure they were not at work and managers were encouraged to support this. Infrastructure teams were given the time to join it.

We held it on a week day afternoon on our sports field and many staff who didn’t participate turned up to support us with their families. It was competitive there was prizes and it was really successful with verbal feedback from the day all of a positive  nature.

Building on this success the group decided to raise the bar and come up with a challenge over a longer period of time. Our Occupational Health Nurse Polly wanted to do something around physical fitness involving the use of apps and fit bits. Cazzie our Acute Activity Coordinator suggested we did a walking challenge that would be accessible for all staff and didn’t need any particular skills or equipment. This then grew to a challenge to “Walk the World” over a month and see how far we could get. This would involve an app to monitor all the steps and had a cost implication.

We took the idea to Senior Managers and Chief Exec Jane agreed to fund the project – with Comms team on board and a few months of prep on May 1st 2019 we launched the project for a month.

 

For the month of May each day teams of 4 individual and team steps were submitted to comms who undertook the mammoth task of tracking everyone and then produced weekly update, inspiring words, challenges, prizes, League tables with weekly promotions and relegations, Chief Exec provided treadmills for office staff and agreed to purchase an outdoor treadmill for the acute site so that everyone could use it . It did get quite competitive but what was really interesting was the conversations that happened between teams, between departments and the camaraderie it produced was amazing.

As May was also the period for Ramadan any staff fasting was give a daily 50% boost to their steps.

We did reach Australia via a tour of Africa and Asia; all staff received a medal then trophy’s for individual winner, teams winners, most improved were presented by the Chief Exec.

45,994,709 steps completed

21,778 miles completed

141 walkers across 35 teams participated

1 very hectic spreadsheet

 

https://twitter.com/NAViGOCARE/status/1135585717906747394

https://twitter.com/NAViGOCARE/status/1133713217602105350

https://twitter.com/IamKatMom/status/1135510924566155265

https://twitter.com/pancakecharlie/status/1134577492591861760

https://twitter.com/psych2608/status/1133770252251213824

https://twitter.com/WalshEllie/status/1130842073253462016

 

 

We undertook a survey monkey survey for participants and the feedback really supported the increase in activity and fun people had had.

 

“I am sorry to see Walk the World come to an end as it has served as a daily form of enjoyment and motivation, which has inspired me to push myself to take more steps than I ordinarily would have done. I’ve always aimed for 10,000 per day but WTW has made me determined to challenge myself to go, if you’ll pardon the pun, that extra mile . I’ve also really enjoyed receiving the daily update emails. In the past, I’ve often found some of NAViGO’s campaigns a little thrown together/half-hearted at times. This has been the most well-realized as far as I’m concerned, consistently engaging; creative, inventive, fun and informative. Thank you to all within Corporate Affairs for their hard work and for maintaining to such a high standard across the month. If i was being nit-picky… our team was put together randomly and there are times when I’ve felt other team members haven’t committed quite as fully as some others, thus affecting overall performance. It can be quite frustrating when you’ve braved the rain to get over 30,000 steps whereas other team mates can barely muster 5,000 (I know, not very sporting of me to moan, is it?)”

“It got me and my colleague out of our chairs as we are desk based looking at a computer screen all day. This gave us a reason to get up and walk around the building every half hour or so, even though I got a few funny looks :)”

“I think the daily emails were great. I enjoyed the fun competiveness about the WTW I have lost half a stone and toned up. I’ve enjoyed our team WhatsApp group chat and encouraging and being supportive to each other For me there was nothing to dislike about the challenge. I hope we do another one soon.”

 

Increased activity  for staff included :

Started running and actively now monitor daily steps

Joined a social football club

Regular swimming

Taking part in 10k sparkle walk for St Andrews Hospice

I am nearly at the end of 100,000 sponsored steps in a week for guide dogs

I returned to open water swimming and my level of fitness was much imporved

Grimsby 10K

 

Full contents of survey :

 

file:///C:/Users/walshe/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/5KLSHIEZ/Walk%20the%20World%20Survey%20Results%2011.6.19.pdf

following on from the success of this event the group have agreed that we will repeat the walk in September but have a different twist  on the direction with the current suggestion of walking the America’s. To keep momentum going for staff and to include all members and service users  any steps that people continue to use until then can be submitted and an agreed proportion will be used for the next walk.

The treadmills will stay with teams permanently to encourage the staff who are office based  to be able to exercise.

The Chief Exec enjoyed it so much she has asked to join the wellbeing group

 

 

What makes your service stand out from others? Please provide an example of this.

The group is now an established group, although we will always remain open to new members. All members joined because they are interested in staff wellbeing, they bring ideas from their teams and feed the meeting content back through team meetings. We also use our Comms team who sit on the group to take ideas to the weekly staff bulletin.

We have achieved a lot since September 2017 and have plans to improve. We have  on the agenda for our next monthly meeting staff’s mental wellbeing and are developing a project not dissimilar to Peterborough and Cambridgeshire’s award winning “wearing 2 hats “ project but we will be wearing high viz jackets.

We plan to have all staff trained in Emotional First Aid as we are all busy looking after everyone else’s mental health we don’t have time for our own and each other’s.  this will include staff who are carers and staff with mental health issues themselves and how we identify and support them in a safe and inclusive manner whilst breaking down barriers #ItsOkTo Talk…

NAViGO has a reputation of caring for its staff and we plan to build on this and take it to yhe next level. 

 

How do you ensure an effective, safe, compassionate and sustainable workforce?

 

The team is now an established team and integral to NAViGO, they have the full support of the Chief Exec and Chair. We have paid staff in the group wo have used our service and we have the ethics that we “deliver a service we would want our family to receive” and this is reflected in the support and encouragement the group gives to its members.

The group is sustainable as if any members should leave then they can be replaced and we have open access to the group for anyone to attend.

Who is in your team? Band/gradeNumberWhole-time equivalent
E.g. Clinical psychologist8a21

The team is made up of representatives from all areas of the organisation with no restrictions on who can join and currently consists of

Support workers, Nurses, Therapists, Social workers, Head of workforce, Occupational Health Nurse, Activity Coordinator, Assistant Director, Comms, Infrastructure

It does not rely on any one member to continue.

 

How do you work with the wider system?

All members of the group represent a team, they bring ideas from their teams and update their teams through staff meetings and huddles.

As comms are part of the team all initiatives are disseminated through the weekly newsletter.

Ideas are discussed at senior managers meetings.

 

Do you use co-production approaches? 

we do have a co production approach in that we are an open group and anyone can join, we also have reps from all areas with a  breadth of backgrounds, life experiences and posts within the organisation.

When we held it’s a knockout we included service users in the day  and plan to do so when we next walk the world or the americias, this will also be offered to carers to join in.

 

Do you share your work with others? If so, please tell us how.

As part of the PPiMH collaborative we share our staff wellbeing ideas and benefits at  forums. We will be hosting a  PPiMH staff wellbeing event later in the year and are also  planning a staff wellbeing showcase event.

We use social media, twitter, facebook and Instagram to share what we do and encourage staff to share and #NAViGO

NAViGO newsletters showcase staff benefits which are also used in promotional work for recruitment, presenting at conferences etc.

 

What outcome measures are collected, how do you use them and how do they demonstrate improvement
Our first evaluation of the groups work was after the “walk the world” event when we used survey monkey please see the hyperlink included above.

This clearly demonstrated improvements in staff wellbeing both physical and mental health which go hand in hand. We plan to use  this method to evaluate any future events which we can then use to compare and contrast  the benefits of events.

Has your service been evaluated (by peer or academic review)?

NAViGO has an upcoming CQC inspection and information has already been submitted via the PIR.

All NAViGO services are accredited or working towards accreditation  to  the Royal College of Psychiatrists CCQI schemes

We share a lot of what we do on staff events via www.starwards.org.uk

 

How will you ensure that your service continues to deliver good mental health care?

NAViGO is committed to delivering the best care it can to people who use our service which includes its own staff members.

Staff wellbeing is high on the agenda and we pride ourselves in caring for our staff and ensuring we remain flexible and responsive to the changing needs of our staff.

What aspects of your service would you share with people who want to learn from you?

We share what we do and achieve by any means all of the time. Not many weeks go by where we don’t have visitors to NAViGO not only looking at the services we deliver but also how we care for our staff.

We feature in the PPiMH  report – A Happy Health Workplace

file:///K:/positive%20practice%20in%20mentalhealth/PPiMH%20Report%20-%20A%20happy%20healthy%20workforce%20(3).pdf

Brief description of population (e.g. urban, age, socioeconomic status):

North East Lincolnshire is a small unitary authority covering an area of 192km2 with a population of around 159,000. The majority of the resident population (around 94.2%) live in the urban towns of Grimsby and Cleethorpes with the remainder living in the smaller town of Immingham, or in surrounding rural villages. On the Northern border, the Humber estuary has been designated as a Site of Special Scientific Interest and to the south, the Lincolnshire Wolds are recognised as an Area of Outstanding Natural Beauty. Cleethorpes gained 4 national Seaside Awards in 2015. North East Lincolnshire has a distinctive economy, built on expertise in manufacturing, engineering, ports and logistics, and food processing. The local area has some significant advantages stemming from its location, labour force, and transport infrastructure that position it for growth in renewables, chemicals, advanced manufacturing and the food and drink sector. Taken together, Grimsby and Immingham constitute the UK’s largest port by tonnage shipped.

Whilst the general direction of travel for the locality is around improving the environment and perception of the area, N E Lincolnshire does have pockets of high deprivation, ranking high on the IMDO (Index of Multiple Deprivation) which measures the following 7 deprivation indicators:- • Income • Barriers to housing and services • Employment • Living Environment • Health/Disability • Crime • Education/Training An example, East and West Marsh, two Wards within the North East Lincolnshire Council area, now rank in the top 1% deprived sub-areas nationally. As a result of the deprivation there are long standing health inequalities with those in the more deprived areas dying on average 8 – 10 years before those in the most affluent. According to the National Office of Statistics, around 18.46% of the population have some sort of emotional disorder. Other key points to note:- • The boundary of North East Lincolnshire is comprised of 106 Lower Super Output Areas (LSOAs); these LSOAs which contain a minimum population of 1,000 and a mean average of 1,500 are distributed amongst the fifteen electoral wards. • Overall, North East Lincolnshire is ranked as the 31st most deprived local authority in England, out of 326. (increased from 46th in the ID 2010.). • 32,567 residents, which is approximately 20% of the population are classed as income deprived with 25% of LSOAs being in the 10% most deprived for income nationally. • 15,140 residents are classed as employment deprived. • 20.1% of the working age (16 to 64) population of North East Lincolnshire have a known disability • 95.4% of the resident population of NEL are White British. • The January 2015 School Census shows 23,541 children on roll, 2981 (12.5%) of school pupils were identified as having Special education needs • Presently 28.5% (8,500) local children are thought to live below the poverty line

 

Size of population and localities covered:   North East Lincolnshire is a small unitary authority covering an area of 192km2 with a population of around 160,000. The majority of the resident population (around 94.2%) live in the urban towns of Grimsby and Cleethorpes with the remainder living in the smaller town of Immingham, or in surrounding rural villages

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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