Investigation and use of data

Following substantial savings and restricted pay rises applied for some years, it has come to light
that an internal survey was necessary to establish the staff’s levels of satisfaction and engagement.
Therefore 75% of all employees have responded to a confidential questionnaire. Below is listed each
result and the corresponding analysis:

 65% stated that they look forward to work in the morning:

o This result shows that over half of responding employees feel engaged and are
motivated to come to work.
o They represent a significant pool of people which could be considered for the
organization’s reorganization.
 62% state that they find their work to be rewarding, 13% enjoy it greatly:
o The 62% which find their work rewarding seem to be largely the same people
which look forward to come to work in the morning.
o The main group seems to be made up of 13% which greatly enjoy the work.
 42% are satisfied with their work variety:
o Almost half of the responding employees seem to be suitable to be asked to
perform new and different activities.
o An employee restructure could be based on these people.
 80% fell valued by their work colleagues, 55% by their line manager, 20% by senior
managers:
o The result for feeling valued are dominated by the value given by work
colleagues. This shows that employees have a good relationship with each other
and their relationship with the line managers is in majority good as well.
o Senior managers, most likely, because they lack direct contact with the wide
majority of employees, have been downgraded to 20%
 70% are satisfied with the level of responsibility they carry:
o This result tells us that employees, in their majority, feel good with how much
they need to account for.
o This could mean that people are very responsible characters or that that they
cope well with responsibility. This is a useful feature which could be used if new
positions with varied responsibilities would be introduced.
 21% are satisfied with pay and benefits but none are very satisfied:
o Pay and benefits has a low score because of recent restrictions in pay rise.
o A successful restructure would need to include increased pay an benefits in
order to keep the employees interested in the new positions.
 55% are happy with life work balance:
o I light majority employees don’t feel over worked. Considering that only 75%
answered the questionnaire, the real percentage of happy employees could be
slightly lower.
 o The positions restructure should therefore take into account an optimum
headcount for each team or department. Overtime requirements should be
avoided or kept to a minimum.
 90% think that their job has become increasingly stressful in recent years:
o Due to recruitment restrictions in the past years, employees have had to compe
with increased levels of stress.
o The score reveals that many employees are at risk of leaving the organization.
 33% are satisfied with training and development opportunities:
o The low score is caused by budget restrictions and a high number of employees
are likely to still be at entry level of competency.
o Low budgets are a major factor of influence.
 83% state that their workload has increased:
o The majority of respondents feel the increase in work volume. This is caused by
recruitment restrictions and stressed employees leaving the organization.
 70% are satisfied with their promotion opportunities:
o This result must be correlated with the 70% of employees being satisfied with
the level of responsibility they carry.
o Both numbers describe the same group of employees.
 15% say that change is managed well by the council:
o This low result is showing that a restructure is necessary in the organization.
o An increase for this result in the future will be a clear indicator for the success of
the restructure.
 90% say that they “sometimes feel stressed”:
o The result is caused by, budget cuts, low recruitment and increased pressure
added on the employees which have not yet left the council.
 28% say that they are listened to at work:
o The large majority feel not listened to by management.
o This result could be increased by organizing focus groups, lower stress factors
and implementing best practice procedures.
 36% say that they are happy with their job security:
o This result indicates that more than half of the respondents fear losing their
jobs.
o This is particularly worrying taking into account that the council is a public
organization where dismissal rates should generally be lower compared to the
private sector.
 27% say that their efforts at work are properly recognized:
o Less than one third of employees are happy about how managers recognize and
notice their efforts.
o The council restructure should consider this factor when planning the new
organization.
o Managers may need to focus more on recognition and communication.
 54% are actively seeking alternative employment:
o This relatively high rate could be prevented by offering flexible work shifts and
changing the management style.