As part of our we researched how organisations implement MOMO successfully and wanted to share our findings.
Below are 4 key actions taken by the most successful organisations using MOMO. We used these 4 techniques when we trialled MOMO with 18 social workers on the other side of the world. As a result Oranga Tamariki has received an amazing 148 MOMO Docs in the first 21 days!
We hope you find these useful in helping you get the most out of joining MOMO and embedding the change of practice across your services.
1. Keep MOMO in the forefront of mind of workers
Spend a short amount of time, as often as you can afford, just talking to practitioners about MOMO.
Floor walking sessions always prove worthwhile. Spending just 5 minutes one-on-one with each member of the service every 2-3 weeks will have a huge impact on how effectively they use MOMO.
Ask them simple questions like:
- Have you used MOMO recently?
- What went well?
- What could have gone better?
- When are you next due to use MOMO?
If they haven’t had a chance to use it ask them if they’re comfortable introducing MOMO to a young person? Do they need any help or additional training? Have they set up their yet?
A phone call is almost as effective as floor walking if logistics prove too challenging. We sit up late at night every Wednesday calling social workers in New Zealand. It doesn’t surprise us that the times MOMO is used most often is Thursday and Friday.
In fact, last week 23 One and Express docs were completed on Thursday alone.
2. Celebrate success
Send a weekly roundup email to all workers celebrating success and sharing positive stories. We do this in New Zealand because we’ve seen it work so well in the UK.
A weekly or bi-weekly email doesn’t take much time to send but can achieve enormous results.
In your email be sure to highlight the individual worker and the team who have received the most MOMO docs in the previous week. In our experience, people love being named as ‘MOMO hero of the week’.
The most important thing to include are stories where MOMO has been used to give a young person a voice. You will pick up these positive experiences young people have had when you are speaking to your colleagues.
3. Provide support and training
To implement MOMO successfully you want MOMO to be ‘just how we do business’.
Through our research we know that 95% of organisations who have successfully embedded MOMO deliver training to a significant number of workers at the point they ‘go live’. A further 75% provide ongoing training to ensure all workers are skilled up.
Our apps are designed to be easy to use so MOMO training is focused on getting workers hands on with their own account. They need to be able to see that the apps are intuitive and so easy to use before they can comfortably introduce them to children and young people.
Most organisations get training from the experts and ask one of our specialist trainers to deliver the training for up to 60 workers at a time. We can also deliver ‘train the trainer’ sessions too so you can skill up a team to deliver on-going training to the wider service.
Having an operational lead or core team with an ‘open door’ policy is crucial. If a worker has any questions or wants to find out more about MOMO then they need to know who they can ask. This local ‘face of MOMO’ is essential although for anything urgent remember they can always email us on .
4. Introduce new staff to MOMO
Workers won’t use tools they don’t know they have access to. This sounds obvious but it’s crucial to tell new staff that your organisation uses MOMO apps.
It could be that team managers or champions are best placed to introduce MOMO to your new staff. It might be more appropriate for an operational lead or internal trainer to carry out regular sessions for new (or old!) staff to attend. Many organisations now have apprentices or care leavers who take this role.
The goal is to make sure that all new staff (don’t forget agency staff) receive training on MOMO and know what is expected of them. Clear messages about the importance of the voice of the child and a good induction will make sure new starters are ready to go out and use MOMO to good effect right from the beginning.
Along with good strategic leadership and clear messages of expectations these four points will ensure a successful implementation of MOMO in your organisation. Don’t forget to share any other success factors you’ve discovered with us. We know you are the experts in your area and we love to hear how you have successfully implemented MOMO in your organisation.