Good work, wellbeing and changes in performance outcomes: Illustrating the effects of good people management practices with an analysis of the National Health Service

We already know that the extensive use of good people‐management practices can have benefits for organisational performance and employee wellbeing. Good people‐management practices are those which, for example: ● provide opportunities for workers to influence their work directly and allow staff to have input into decisions about their wider working environment; ● have clear roles and responsibilities for staff; ● encourage staff to communicate respectfully with each other, to collaborate, to be supportive of each other and to work effectively in their teams. ● enhance workers’ skills and support workers with access to learning and development opportunities; ● improve their motivation to perform well, provide feedback on their work through fair, accurate, supportive and effective performance management processes; ● encourage managers to support their people, through, for example, encouraging staff, giving advice and providing help with work problems. We know that job security is important, but this was not measured in this survey since it is not the most salient people management issue in the NHS, where workers tend to have secure jobs compared to other parts of the economy. We illustrate the benefits of good people management for performance and wellbeing with an analysis of National Health Service Trusts in England.