A small organisation in the Not for Profit sector. In their first employee engagement survey, they had a response rate of 90%. Staff really valued having the opportunity to have their say and be listened to, and contributed freely to the development of the action plan.
Some key topics were exposed from the survey, including the need for tighter performance management, concerns about communications, a request for improved family friendly benefits and a request for a formal pay review process. These have been actioned already.
As in the first case study, staff are happier knowing they are being listened to and that their views are taken into account. People are much more prepared to speak up and contribute their views and ideas. Such is how engaged people are, they are happy to attend events away from home, in non-working time.
This is a great foundation and is enabling further change to take place across the organisation.
A public sector body. The organisation implemented an engagement survey originally over ten years ago. The organisation had a number of challenges, particularly around making people feel they could speak up and challenge. Over the six year period from 2011 to 2016, the employee engagement index increased from 71.48% to over 80%, despite continual budget cuts. The two key levers for this increased engagement was listening to its staff and to developing their skill levels. The benefits to the organisation were a positive culture where people wanted to perform at a high level. Absence was low for a public sector organisation, despite generous sick pay arrangements.