Team Voice on Tour: Listening, Learning and Shaping the Future Together
Last week, the Leadership Team hit the road for our very first Team Voice on Tour: a new way of bringing the results of our annual Team Satisfaction Survey directly to our Teams, and spending some time to really listen to each locality.
Rather than simply sharing the results in an email, we wanted to create an opportunity to have meaningful conversations, answer questions, and hear the thoughts of the teams.
Leading Team Voice on Tour is our Director of People & Culture, Stacey Carr. Stacey shares the importance of Team Voice and how:
“We get to speak to team members across the localities and let them know how they can contribute to changes across the whole organisation."
Over two busy days, we travelled to Bridlington, Hull, Whitby and Scarborough, meeting with Team Voice Representatives, Support Workers, Team Leaders and Registered Managers.
Starting in Bridlington
Our tour began in Bridlington, where we welcomed Magda Glogowska, who has recently joined the team as Team Leader.
As we worked through the local survey results together, the team agreed that the results felt consistent with the current atmosphere and recognised the progress that has been made over recent months.
The conversations didn't stop with the results. We explored what the feedback really meant, celebrated what is working well and discussed where we can continue to improve together.
Team Leader, Magda, shared her observations since joining:
“I’m amazed that you have people within the company who are preparing the teams for audits. It’s absolutely amazing; I’ve never experienced anything like that. ”
In Bridlington, the survey results reflected a positive and supportive culture, with the team describing strong relationships, approachable leadership and a workplace where people feel recognised as individuals rather than just numbers. Team members spoke positively about the support provided by HR and Business Support, the positive rapport across the locality, Video Support Plans, and memorable events such as the beach BBQ and annual awards.
Discussions also focused on practical improvements, including receiving support to help with budgeting, with reminders shared about the benefits available to the team. Other themes included the importance of punctuality at shift handovers, encouraging greater flexibility within rotas, promoting healthier choices for the people we support, and recognising the pressures teams can experience when balancing additional responsibilities. These conversations generated several action points that will help shape local improvements over the coming months.
Next up, Hull:
In Hull, the Team Satisfaction Survey results were broadly positive, with most areas scoring in the higher bracket. The team highlighted strong peer support, positivity, improving communication, knowledge-sharing and resilience as particular strengths.
The discussion also identified important areas to work on, particularly around feeling valued, career progression, and confidence. Team members said welfare checks and debriefs after difficult shifts could be more supportive, and they suggested exploring a more balanced “hot and cold” debrief approach.
Support Worker and Team Voice Representative, Aminat Adegoke, shared how previously discussed requests are progressing:
"We are seeing changes across the board."
Communication has improved, but the team would like better follow-up and clearer closure when issues are raised, clarity of actions from team meetings, greater involvement of Support Workers in updating support plans, and more visible management contact, especially for the night team.
Support Worker, Emmanuel Esan, also stressed the importance of ensuring:
“Communication should continue to be two-way.”
Concerns were also raised around return-to-work interviews, punctuality and handovers, reassurance from On Call, and ensuring everyone feels safe and confident to raise concerns.
Head of HR & Projects, Vikki Knibbs, recognised the dedication Hull has, saying:
“I’ve never known a locality as resilient. That would be the word I would pick out for Hull; resilient.”
Day 2 starting in Whitby
The Whitby Meeting was well attended and kicked off at pace; the Team Satisfaction Survey highlighted a team proud of its supportive culture and the positive outcomes achieved for the people we support.
Registered Manager, Jennie Charters, highlighted the positive impact Whitby is having:
“Our people in Whitby are meeting their goals, and that is because the support is delivered by people who care.”
Strong relationships across services were praised; flexibility, timely rotas, collaborative working and a shared commitment to helping people achieve their goals through positive risk-taking and person-centred support were all highlighted.
Video Support Plans were recognised as an example of excellent practice, and there was a real sense that the team look out for one another and create a warm, welcoming environment.
Cluster Manager, Paula Wardle Brown, reflected on the Whitby Team’s commitment:
“The standard and consistency of the Support Workers is so high, and everybody really wants to make a difference.”
Alongside these strengths, the team identified opportunities to improve. Discussions focused on making documented conversations and investigations feel less punitive, improving communication and consistency, ensuring supervision meetings lead to meaningful action, and strengthening collaboration between Whitby and Scarborough so learning and good practice are shared more effectively.
Team members also spoke openly about the importance of balancing person-centred care with the wellbeing and safety of our team. These constructive conversations generated a number of action points to help shape local improvements and reinforce an open, supportive culture.
The Final Leg in Scarborough
We were fortunate that Lee Martin, Head of Learning and Development, was passing through our Scarborough Hub, so she joined the meeting and witnessed the survey results reflecting a dedicated team that is passionate about delivering great outcomes for the people we support.
It was great for her to hear the team highlighting the quality of training, the Pathway programme, supportive managers, strong collaboration between departments and the positive impact of seeing people achieve their personal goals.
Support Worker, Priscila Emmanuel, recognised the supportive local leadership:
“The Management Team is amazing. Every time I’ve had any difficulty or challenge, they are very approachable, easy to communicate with and always come through to make sure that you have any support you need.”
She then continued her praise, reflecting on the training she has received so far.
Lee followed up on feedback from Priscila:
“I feel so different - now that I’ve heard this, and I understand this - and now I feel like I can support people better.”
The discussions also identified several opportunities to strengthen the local culture. There was a shared desire for closer working between Scarborough and Whitby (and reassuring to hear that this was desired across both teams), with recognition that sharing learning and supporting one another is far more valuable than working in isolation.
Team members also spoke about improving communication from the ground up, creating a more supportive approach to incident reviews and lessons learnt, and ensuring follow-up actions from supervisions and debriefs are consistently completed.
Practical suggestions included improving communication around pay dates, simplifying clocking-in processes and continuing to build a culture where people feel listened to, supported and able to learn from mistakes. These conversations will undoubtedly help strengthen teamwork, communication and wellbeing across the locality.
Looking Ahead
Our vision for the future of Team Voice is about creating an ongoing conversation where every team member has the opportunity to influence how Moorview Care grows and develops. We spoke about new ways to make Team Voice more engaging, more visible and even more representative of the people who make our organisation what it is.
Throughout every session, the message was simple:
We've listened to your feedback... now we'd love to share what comes next.
The discussions were honest, constructive and full of enthusiasm. It was encouraging to hear teams sharing practical suggestions while recognising the positive changes already happening across Moorview Care.
A huge thank you to everyone who attended a Team Voice on Tour, shared their thoughts and contributed to the conversations.
Your feedback continues to shape the decisions we make, and we're committed to ensuring that our team can see the difference their voices makes.
This may have been our first Team Voice on Tour - but it certainly won't be our last.
Together, we're not just listening to feedback; we're turning it into action. 💚
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