London North West University Healthcare Staff Engagement Presentation

This presentation addresses the critical role of employee engagement in healthcare, particularly within the context of the London North West University Healthcare Trust (LNWH). It begins by highlighting the importance of positive employee engagement for delivering excellent care within healthcare organizations. The presentation then provides background information on LNWH, including its size, vision, and core values. The core of the presentation focuses on defining employee engagement, its benefits such as increased productivity, customer satisfaction, and employee retention, and how it fosters a positive company culture. The presentation offers actionable recommendations for improving staff engagement within LNWH, including hiring and training effective leaders, recruiting for cultural fit, developing a strong onboarding process, providing regular feedback, and offering professional development opportunities. The presentation concludes by summarizing the key points and emphasizing the potential for LNWH to achieve its organizational goals through enhanced staff engagement. References from academic journals support the arguments and recommendations made throughout the presentation.

Employee
engagement in
health care
industries

Introduction
 A Paper Presented by ( Student' s name )
 This presentation talks about the Positive
employee engagement importance for
excellent care in health organisations.
 It also discusses how can London North
West University Healthcare Trust can
improve its staff engagement in the next
NHS annual Staff survey.’ (Wang, and
Hsieh, 2013).

About London healthcare
 London north west university healthcare
trust is pone of the biggest trusts in the
country
 The team consists of more than 8000
tasks
 this company also provides their services
all over London (Seijts, and Crim, 2016)

Vision of the company
 The vision of the company is to provide the best
clinical services in the right settings
 their vision is also to drive through their heart
values and behaviours which means staff should
have following things (Bedarkar, and Pandita,
2014)
 Honesty
 Equality
 Accountability
 Respect
 Teamwork

About staff engagement
Engagement of employees is a kind of
workplace approach, which helps in the
resulting conditions for all the employees
as well as workers of the organization. it
helps the employees to reach the goals,
mission and values of the organizational
and also helps in motivating them

Continued
Employee engagement is something that is
based in integrity and trust. It is basically a
two way communication among the
employees and the company. It helps in the
success of business and also helps the
employees to focus on individual
performance (Mishra, Boynton and Mishra,
2014).

Staff engagement benefits
 Engaged employee boosts up the
productivity
 It increases the satisfaction of the
customers
 It helps in retaining best people
 It enhances the culture of the company
 It is a symptom of success (Mone,
Eisinger, Guggenheim, Price, and Stine,
2011).

Recommendations/
suggestions
 Hire and train the leaders: good leaders
will help in developing and building
connections with the team
 Recruit for cultural fit: engage employees
in the mission, vision and the goals of the
organization

Recommendations/ suggestions
 Develop a strong on boarding process:
engaging employees from day one is one
of the most important thing to do and this
can be done by introducing them to the
team members and setting goals for the
employees from the first day as well
(Anitha, 2014)

Recommendations/
suggestions
 Regular feedback: the best way is also to
give feedbacks to the employees for their
performance. This makes them feel
important and makes them realise their
mistake (Markos and Sridevi, 2010).
 Professional development opportunities:
apart from giving feedbacks the managers
can provide the employees with coaching
and training in order to motivate them
(Mirvis, 2012).

Conclusion
 this presentation talks about London care
centre and way it can improve positive
employee engagement
 the presentation has discussed various
suggestion, which if taken into
consideration, the London Trust will be able
to engage with staffs and would be able to
reach the goals of the organisation.

References
 Markos, S. and Sridevi, M.S., 2010. Employee engagement: The
key to improving performance. International journal of business
and management, 5(12), p.89.
 Anitha, J., 2014. Determinants of employee engagement and
their impact on employee performance. International journal of
productivity and performance management, 63(3), p.308.
 Bedarkar, M. and Pandita, D., 2014. A study on the drivers of
employee engagement impacting employee performance.
Procedia-Social and Behavioral Sciences, 133, pp.106-115.
 Mirvis, P., 2012. Employee engagement and CSR: Transactional,
relational, and developmental approaches. California
Management Review, 54(4), pp.93-117.
 Mone, E., Eisinger, C., Guggenheim, K., Price, B. and Stine, C.,
2011. Performance management at the wheel: Driving employee
engagement in organizations. Journal of Business and
Psychology, 26(2), pp.205-212.

 Shuck, B. and Wollard, K., 2010. Employee engagement
and HRD: A seminal review of the foundations. Human
resource development review, 9(1), pp.89-110.
 Seijts, G.H. and Crim, D., 2016. What engages employees
the most or, the ten C’s of employee engagement. Ivey
Business Journal, 70(4), pp.1-5.
 Saks, A.M. and Gruman, J.A., 2014. What do we really
know about employee engagement?. Human Resource
Development Quarterly, 25(2), pp.155-182.
 Wang, D.S. and Hsieh, C.C., 2013. The effect of authentic
leadership on employee trust and employee
engagement. Social Behavior and Personality: an
international journal, 41(4), pp.613-624.
 Mishra, K., Boynton, L. and Mishra, A., 2014. Driving
employee engagement: The expanded role of internal
communications. International Journal of Business
Communication, 51(2), pp.183-202.