Hertfordshire have analysed their survey results and held a small number of focus groups. One concern has been the small numbers of people (less than 5) attending some of the groups and their tendency to be dominated by the strongest personality. Facilitator training and making more time available for staff to attend groups is intended to resolve this.
Senior managers were committed to the project from its inception, particularly on receipt of letters signed by Bill Callaghan, the Chair of the Health and Safety Commission. Unions were enthusiastic contributors from the outset. Wider staff involvement was obtained through an electronic newsletter although gaining engagement from staff without email access has proved more challenging.
Focus groups have been organised and began to meet in early 2006. Randomly selected employees were encouraged to attend focus groups.
It is intended to review both corporate and departmental actions through a section in the next staff survey.
The project has been perceived as more resource-intensive than was originally expected. Additionally, communication with staff has presented challenges, especially for those who are not based at a single location or are in small, detached teams. Only 13 of 32 planned focus groups have been held due to staff unavailability or difficulties in communicating with individual group members.
The project has enabled the council to implement a consistent approach to managing stress across all departments. It has also allowed more staff to become involved in the development and maintenance of a positive working environment. The project was described as a “positive opportunity to work with HSE” and an effective way of fulfilling a strategic objective.
It is important to keep the project moving forward, particularly at the focus group stage, to ensure that staff remain engaged. It was also felt that it was particularly useful to liase with other organisations implementing the Standards to share experiences and best practice.