A
t Mersey Care, our goal is to be a great place to work for all. We aim to foster a compassionate and inclusive culture and improve employee experience. We want our people to feel proud of and fully engaged in the work they do. To support us to achieve this, we use pulse surveys three times a year, where all staff are invited to provide their feedback. This gives us a regular and consistent approach to understanding the working experience of our staff. Mersey Care uses the NHS People Pulse for these pulse surveys.
It takes less than five minutes to share your feedback. Your voice counts and we are here to listen to your feedback so that we can improve your experience at work.
Please be assured that this survey is still strictly confidential, where only aggregated data with more than 10 responses will be reported on. No personal data will be passed back to the Trust that could result in anyone being identified. Further information can be found on confidentiality can be found here www.nhspeoplepulse.com.
Completing the survey
Get started by typing Mersey Care NHS + Press Enter into the search bar.
Please make sure you select Mersey Care NHS Foundation Trust first so that your feedback is received by the correct organisation. The NHS People Pulse is a national tool with hundreds of NHS Organisations using it. Page one of the survey will ask to provide details of your organisation, service line and team.
To help your feedback to reach all levels of leadership in our organisation and so that we can respond effectively to what you have told us, we need you to provide enter your Division, Service Line and Team when completing the People Pulse.
Teams in the People Pulse are aligned to the Definitive Team List (DTL). Ask your team leader to confirm your division, service line and team name if you are unsure.
Information for managers
Listening tools provide a stronger, maximised employee voice, providing regular insight into employee experience. These insights enable proactive action to improve the working experience in your team, Division and for Mersey Care. Studies have shown how important it is that employees have effective channels for voice (MacLeod and Clarke, 2009, CIPD, 2021). By have a continuous listening cycle, we can receive timely and consistent feedback from our employees on their experience at work.
Hint: the Manager Briefing Pack includes a poster and link details.
Don’t miss step 3!
This step ensures people feel heard and that the learning is uncovered. It is a key part of the process and supports the NHS People Promise to improve your team health and employee experience in your team.
Hint: the Manager Briefing Pack includes a template action plan to capture your teams plans for improvement.
People Pulse results
Results are available by Trust, Division, Service Line and Team (where there are more than 10 responses) breakdowns on the BIT – People Engagement and Experience.
See this step-by-step guide on accessing your results and using the BIT reports.
Please see the attached document for the People Pulse Trust summary for July 2024.
Please see the attached document for the People Pulse Trust Summary for April 2024.
Please see the attached document for the People Pulse Trust Summary for January 2024.
Please see the attached document for the People Pulse Trust Summary for July 2023.