The revised constitution shall seek to ensure that NHS employees feel that they can voice relevant concerns sooner rather than later. In an effort to enable this improved procedure independent outsiders will be brought in to listen to the problems. It is hoped that the use of independent staff will make it easier for those wishes to raise their concerns. At present there is the feeling that staff are much less willing to speak to someone about an issue who they then have to go and work with on a day to day basis.
Promotion of whistle blowing was massively supported by public consultations earlier in the year. And it is arguably something which all public sectors and even private sectors should also be looking into. Those who are involved in the supply of a service are often the people in the best position to give a realistic view of its quality and also any improvements that could be implemented.
Not only are nurses on the front line in terms of the care they provided, but it is hoped that by these changes they can also be first in line to bring up the issues most important for patients. Such front line staff already have a duty to patients but the new constitution seeks to ensure that that duty is extended to 'whistle blowing'. However, without the necessary support in place there is little point in the whistle being blown. For this reason it is essential that there is a system in place to ensure those who do speak out are listened to and their reports are investigated appropriately.
Dean Royles, director of the NHS Employers organisation expressed a desire to provide the best possible care, welcoming the government's recommended changes to the NHS Constitution and the reinforcement of responsibilities of staff and employers to report concerns and, most importantly to act on them. An important working aspect to the changes is that there is greater clarity to give staff the confidence to report concerns. Mr Royles further commented on how the changes were a vast improvement in a sector where the large majority of staff already know how to launch a complaint.
Clearly, ensuring that staff are able to confidently voice their concerns is something that needs to be transferred to all industries. What is more important, however, is that any such process does not just represent a tick in the box. When an employee does step forward and speak about their concerns there needs to an assurance that action will follow. Staff will not continue to speak out over their concerns if they are not confident that they will be thoroughly investigated and improvements made.
Any employer wishing to improve its services should first listen to the opinion of those providing that service. There are many ways in which this might be done, be it via suggestion slips or regular team meetings. Employers will benefit two fold, not only is this an opportunity to avoid how a service is provided from those who know it best, but it is a chance to get their staff involved and motivated. We need to look at blowing the whistle from a different perspective and that should be an opportunity to improve for both patients and clients and staff alike.