Innovation is a people-led mission. The key ingredient? The experts within our community and beyond, who dedicate their careers to evolving and driving transformation change within healthcare.
Sitting down with leading EPR and Digital Transformation Programme Director Chris Davies, we spoke about the importance of staff buy-in and how critical they are in enabling the success of transformation projects.
With extensive experience in NHS, private, and third-sector digital transformation, Chris shares his insights into the strategies and solutions he recommends ensuring staff engagement and the success of digital programmes.
Why Staff Buy-In is Crucial
Staff buy-in is essential for the success of transformation projects because it ensures that the people who run the business processes are engaged and supportive of the changes. Chris explains that transformation, similar to continuous improvement, relies on the principle that staff should be owning their own processes and workflows using the new technology in place.
Strategies for Achieving Staff Buy-In
1. Understand Business Requirements
Chris highlighted the importance of understanding and meeting business requirements.
"It's crucial to get the business requirements from the people and ensure they are met by the EPR system. If they aren't, the EPR system needs to be changed."
2. Develop a Mission Statement
A clear mission statement outlining the goals, key objectives, and values is essential.
"This helps everyone understand the purpose and want to participate," said Chris.
3. Conduct Surveys and Communication
Identifying staff needs and wants through surveys is vital. Additionally, having a communication team to keep everyone informed and an awareness team to address concerns promptly, are critical components of a successful transformation.
4. Effective Training and Focus Groups
Training provides staff with the necessary skills and confidence.
"Choose people who represent the target audience, such as department staff or medical secretaries, for focus groups. They need to use their power wisely and responsibly," Chris advised.
Avoiding Pitfalls in Transformation Projects
Chris pointed out the risks of not having a good training team or focus group. Without such support, there’s a higher chance staff may either revert to old ways of working or do their jobs twice—once in the old way and once in the new way.
"Failed transformations can be costly," Chris warned. "Without proper training and focus groups, there's a high risk of inefficiency and stress, leading to budget overruns."
The Goal of Transformation
The goal of transformation is to create lasting impact. However, the change doesn’t just end when the tech is in place – it’s for the most part where the journey begins. Using the digital infrastructure implemented is effectively down to the people on the ground – it’s the staff who are the ones that make transformational change permanent.
"Getting people on board is crucial for the success and permanence of the transformation," Chris emphasised. "The goal is to ensure the transformation is permanent. In some cases, the changes have lasted over ten years, showing the importance of getting it right."
Key Takeaways
Chris's insights underline the importance of staff buy-in and the strategies to achieve it, providing a roadmap for successful transformation projects. Large implementations like EPR systems require staff involvement to review and adjust organisational processes, ensuring they can fully benefit from the new system. And, by understanding organisational requirements, developing a clear mission statement, conducting surveys, effective communication, and ensuring thorough training and focus groups, Trust’s can navigate the challenges of transformation to achieve lasting success.
