Ahh then you need to look at what potentiates successful change rather the health effects of change. Involvement and clear roles and accountability is the key
As Karen suggests you need to do some appreciative inquiry interviewing (based on there is nothing wrong with what people are doing but if the result isn't what is needed you all need to be doing something different). Start with a few managers you get on well with to find out what their issues are in the referral process, to get across the legal framework you need to operate in to protect the organisation from unnecessary litigation arising from unexpected consequences (and how normal referral processes are to the rest of the UK world of work that has an OH unit). Draw up a draft process, maybe hold a workshop to discuss, pull apart and put back together. if they don’t want to be involved, draw it up and impose it - that is after all their choice.
It seems that there is a skills and knowledge gap if they aren't as a group doing this properly and you cannot fill it unless you know what it is.
To be honest, I just wrote a new form and only involved HR and I walk the managers through it as they use it if necessary ( or train in small groups) and I triage all of the referrals and bounce them back with requests for further information if I think some more work will improve the chances of a 'right first time' outcome, with a clear explanation of why. Learning takes place more effectively when you actually have a case in question.
Did some training this morning and I attach the advice sheets and referral from the session in case that helps.
Sue
Susan Gorton | OH Nurse Manager | Occupational Health Department | Great Ormond Street Hospital NHS Foundation Trust | Level 3, Ormond House, 26-27 Boswell St., London WC1N 3JZ |020 7405 9200 Ext 0247 | DD to OHD 020 78138554 | Direct Fax 020 78138355 | Mobile 07833294568
Please be advised that all e-mail communication relevant to assisting in the management of the OH process will be printed and entered into the individual's OH file or copied and added as an electronic note on their electronic OH record. This may therefore be disclosed under the Data Protection Act (1998).
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-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Dawn Veal
Sent: 22 June 2012 12:08
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] OK ANOTHER QUESTION...SORRY
Karen,
I am looking to implement change to the referral process and its about change management so people buy into the new process to make it a smoother transition.
However it requires managers to follow a process and not just refer at a drop of a hat and to take more ownership of the management of their people and improve relationships between managers and employees so they don't feel a knee jerk reaction to ask OH basic questions that they can manage locally.
Thanks Dawn
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of Karen Coomer
Sent: 22 June 2012 12:00
To: [log in to unmask]
Subject: Re: [OCC-HEALTH] OK ANOTHER QUESTION...SORRY
Hi Dawn
I have info related to motivational interviewing, bipsychosocial models etc. Are you looking for change models like this?
Karen
-----Original Message-----
From: [log in to unmask] [mailto:[log in to unmask]] On Behalf Of DAWN
Sent: 22 June 2012 11:22
To: [log in to unmask]
Subject: [OCC-HEALTH] OK ANOTHER QUESTION...SORRY
Dear All,
I am writing my dissertation and would appreciate it if anyone has any links to good research on change management in relation to health in workplaces....
Lots on change and culture and health but want somthing that covers it all. If not any good research on facilitating change at work would be good...
Oh for tea time and a large glass of wine...
Thanks to all those fabbo's out there with great ideas...Jiscmail holds me together and means I knowI am sane...just!
Thanks all Dawn
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