At Mildmay Hospital, our staff are at the heart of everything we do. From providing specialised care for those living with HIV to supporting homeless individuals, their dedication and commitment enable us to truly make a difference in people’s lives.
But how do our staff feel about working at Mildmay, and what challenges do they face? Our 2024 staff survey offers valuable insights, and when compared with the 2023 NHS National Staff Survey, some important trends emerge.
The results reveal a strong sense of enthusiasm and dedication across our workforce. Over half of our staff always look forward to coming to work, with a similar number feeling enthusiastic about their roles. This reflects the incredible commitment our teams have to their work, with more than half agreeing that their role makes a significant difference in the lives of our patients. Staff relationships and team collaboration are also positive, and most employees feel supported by their managers.
However, both the Mildmay and NHS surveys highlight areas where improvement is needed, particularly around stress and burnout. At Mildmay, 20.5% of staff reported feeling unwell due to work-related stress, while 31.8% mentioned experiencing burnout. In comparison, NHS staff reported even higher levels, with 44.8% feeling unwell due to stress and 33.97% experiencing burnout. These figures show that emotional and mental health challenges are a significant issue in healthcare.
Interestingly, Mildmay staff appear less likely to work when unwell than their NHS counterparts. While 40.9% of Mildmay staff reported working while unwell in the last three months, this figure rises to 56.6% within the NHS. Notably, only a small percentage of Mildmay staff felt direct pressure from managers to work while ill, suggesting that personal responsibility or workplace culture might be driving this behaviour more than external pressure. However, most of our staff feel valued and supported by their managers, even though nearly a third expressed concerns about work-related pressures and emotional exhaustion.
There are also differences in physical well-being. At Mildmay, 11.4% of staff reported work-related musculoskeletal issues, compared to 30.1% within the NHS. This could point to better ergonomic practices or working conditions at Mildmay.
In response to these findings, we are committed to addressing the challenges faced by our staff, including providing additional resources for stress management and support. At Mildmay, we have always valued open communication, and it is reassuring to see that most staff feel confident raising concerns, knowing they will be heard. Over the coming months, we will work closely with our teams to implement changes based on their feedback. These insights will be essential as we strive to create a healthier, more supportive work culture for everyone.
Comparison between the Mildmay Hospital Staff Survey (2024) and the NHS National Staff Survey (2023), with key insights about staff health, well-being, and attendance when unwell:
Working While Unwell
Mildmay Hospital Survey: 40.9% of staff indicated that they had come to work in the last three months despite not feeling well enough to perform their duties.
NHS Staff Survey: The corresponding figure is significantly higher, with 56.6% of NHS staff reporting that they had worked while unwell in the last three months. This suggests a more pronounced issue within the NHS workforce regarding presenteeism.
Stress and Burnout
Mildmay Hospital Survey: 20.5% of respondents reported feeling unwell due to work-related stress, while 31.8% of Mildmay staff felt “burnt out” due to work.
NHS Staff Survey: The NHS national survey reported that 44.8% of staff felt unwell due to work-related stress, and 33.97% indicated feeling burnt out. While both sets of staff report high levels of stress and burnout, the rates are notably higher across the NHS.
Managerial Pressure to Work When Unwell
Mildmay Hospital Survey: Virtually no staff felt pressured by management to come into work when unwell, with 97.8% saying they had not experienced such pressure.
NHS Staff Survey: There is no direct comparison to managerial pressure in the available NHS survey results, but given the higher rate of presenteeism (being present at one's place of work for more hours than is required, especially due to insecurity about one's job) within the NHS, workplace culture may play a role in this contrast.
Musculoskeletal Problems
Mildmay Hospital Survey: 11.4% of Mildmay staff reported experiencing musculoskeletal problems due to their work.
NHS Staff Survey: In comparison, the NHS had a significantly higher rate, with 30.1% of staff reporting musculoskeletal issues.
Comments