can staff connectedness be achieved in hubandspoke organisations Dr Catherine Mackenzie Dr Mikhail Balaev amp Dr Ian GoodwinSmith A research project undertaken by the Australian Centre for Community Services ID: 636472
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Connecting Our PeopleHow can staff connectedness be achievedin hub-and-spoke organisations?
Dr Catherine Mackenzie, Dr Mikhail Balaev &
Dr Ian Goodwin-SmithA research project undertaken by theAustralian Centre for Community Services Researchsupported by funding provided by UnitingCare Wesley Country SA & ac.careSlide2
Study questionsWhat do communication patterns tell us about staff connectedness?How connected do hub-and-spoke Australian country community service organisation staff members feel? What reasons do staff members give for their experiences of connectedness?
What do staff members believe will increase their sense of connectedness within their organisation?Slide3
Methods
Stage 1
Stage 2
Stage 3Slide4
Social Network AnalysisSlide5
Communication methodsTeam chat:
‘we had to log in to a team chat […] in service delivery, you could say ‘I’m going for a tea break, back at 10.20’, [or] ‘I’ve forgotten how to do such-and-such, what do I do next’
Email:‘I give them a quick scan, if it relates to me or my site I read further or just delete. It would be nice if emails
were sent out to more specific groups.’Slide6
Types of connectionsStaff articulated four types of connectedness in hub-and-spoke community service organisations:Top down connectionsTeam connections
Cross-organisational connectionsCultural connections Slide7
Connectedness‘I think connectedness is more about
the effort you make not the physical location. You can be onsite and still feel isolated. I am off site and feel very connected to the organisation… I think it is more about the style and effort of staff and leadership than location’
****‘I only have face-to-face supervision because I don’t think you get as much out of it over the phone […] it’s just not done as frequently, but at least the quality of it when it is done [is better
]’Slide8
Values‘Knowing that we are all working together for the same goals as per our mission and values. There is a culture of respect and reasonable transparency where I feel valued and supported
.’ (survey respondent)Slide9
Organisational connectedness‘a positive state of well-being that involves an emotional connection with other workers, with service recipients and with aspects of the task and the organization's values’ (
Huynh, Xanthopoulou, & Winefield, 2014)Slide10
Management modelsNetwork & values-based modelsStrengthen connections across levels and programsValue staff inputIncrease creativity
Foster leadershipFoster transparencyTop-down modelsReduce communication across levels and programsHierarchical – minimal staff inputLimit creativityLimit leadership opportunitiesReduce/avoid transparencySlide11
RecommendationsStrengthen value-driven approach to management
Develop a network-approach to complement the hub-and-spoke modelSchedule regular, quality senior management visits to spoke sitesBack up information dissemination to spoke staff beyond line manager
Provide hot desks at hub and spoke sites for travelling staffProvide opportunities for face-to-face meetings, gatheringsFoster opportunities for social activitiesIntroduce new employees to their own and other teams and follow up Require mandatory all staff site meetings – rotate program presentationsIncrease casual staff involvement in organisational activities Rotate program meeting sites
Provide leadership capacity building training to staffEmphasise the importance of regular, quality supervision Incorporate cultural safety across agencies
Explore ways to involve all staff in decision-making
Increase transparency in change management/decision-making processes
Require timely responses to staff requests/paperwork
Improve ITC
Videoconferencing
and instant messaging
Explore ways to hold all staff meetings (e.g. video link-up)
Consider alternatives to email for communication to all staff
Provide electronic staff directory with searchable staff profiles
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ac.care mission, vision & values and study recommendationsSlide13
Conclusion: linking values and managementMission: To enhance
the wellbeing of rural people through positive social change Vision: Opportunities for life ... for rural peopleValues: Compassion Adaptability Relationships ExcellenceGoal: We will effect positive social change for individuals and communities
Key recommendation:Strengthen value-driven approach to managementSlide14
Thank you