A Rapid Evaluation of the Happier Working Lives Programme
Aim:
This evaluation looked at how the Happier Working Lives (HWL) Programme affected, and was experienced by people and teams.
Methods:
Between July 2023 and February 2024, we observed two sessions and interviewed 30 staff members from 11 teams in the HWL Programme. We also spoke with 3 people who helped create and run the Programme. The interviews lasted 15 to 40 minutes and were recorded and transcribed as needed. They focused on quality improvement (making things better continuously) and appreciative inquiry (understanding what works well and why).
Findings:
Our findings were based on four key themes:
- Juxtaposition of permission: a catalyst and a barrier to a healthier NHS culture.
- Harnessing the potential of small change: fulfilling the fundamentals.
- Unleashing the team: unite, empower, thrive.
- The transformative journey: empathy, time, and facilitation.
Key learning:
- HWL Programme is a big change in how the Trust takes care of its staff. It helps teams take charge of their own goals for being happier and makes supporting each other a top priority.
- It is important to stick with the ideas from HWL for a long time. It’s not just about fixing problems now but making lasting changes to how things work in the NHS team.
- Making HWL ideas happen can be hard because the NHS doesn’t always have enough money or time. There are lots of other important things going on too.
- Even small changes can make a big difference to how teams feel and work together. HWL helps teams feel stronger and more hopeful, which makes things better for everyone.
- It’s vital for leaders to support HWL. If they don’t, it’s harder for the Programme to work and for everyone to get on board.
- HWL teams have lots of different people with lots of different jobs and ideas. This helps them come up with solutions that work for everyone.
- Talking and listening to each other in HWL teams helps people understand each other better. It also helps teams feel closer and more supportive of each other.
- Having someone from outside the Trust run HWL sessions away from the usual workplace makes a big difference. It gives everyone a fresh perspective and makes it easier to talk openly and honestly.