Paul Dagama, head of human resources at the hospital, said he was disappointed but not entirely surprised by the results from the survey, which was sent out in September last year. There was not one particular area for concern, he claimed, adding that since the survey was undertaken the hospital has started to put in place an action plan to improve employee engagement. Part of that is increasing the number of clinical leaders in the hospital, by encouraging doctors and consultants to take on roles of responsibility, as well as ensuring staff feel involved in changes. In some respects, given the journey we are on, its probably not entirely surprising, Mr Dagama said. Over the last year, there has been a lot of changes. In some ways, you could have almost have predicted there would be a dip and its quite normal to expect that. However he said he did not want a sticking plaster solution to the issues raised, adding: I want to do something more strategic and longer term. We have made good progress in empowering frontline staff and establishing clinician leadership but change is never easy, so a dip in engagement at this stage in the 10-year transformation programme is not unexpected. Employee engagement is core to Circles DNA and one of our key priorities at Hinchingbrooke in the year ahead.