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The Big Life group Staff Survey 2013The annual staff survey was carried out with all Big Life group employees during December 2013.

255 people completed the survey out of a possible 361employees, corresponding to a 71% response rate. In absolute terms, the number of surveys collected is greater than ever, and in percentage terms compares to 67% in 2012, and 84% in 2011. 70% is a respectable response rate and is more than adequate to ensure the validity of the findings as responses will represent the view expressed by the majority of employees.

Surveys were sent out via a web link to employees with e-mail addresses and paper copies were made available in each centre. 248 (97%) surveys were completed by individual email links and 7 (3%) on paper. All paper surveys were included.

The survey covers 11 categories: About You, About Your Job, Culture, Your Team, Mission and Values, Targets, Group Communication, Training, IT Support, Human Resources and Wellbeing. As in 2012 the 12 Gallup questions (used to understand and ensure engagement, motivation, high performing teams and retention of talent) were included and changes to the survey content were minimal.

1. About You

Which part of The Big Life group do you work in?

Total number of people within business area

(December 2013)

Total number of surveys

completed (December 2013)

2013

Being Well Salford 8 7 88%Big Issue in the North & Trust 28 28 100%

Big Life Centres 23 20 87%Big Life Company 22 22 100%

Big Life Employment 8 8 100%Big Life Families 127 67 53%Harvey Project 13 9 75%

Open Door 21 16 76%Self Help Services 107 78 73%

Total 361 255 70%

Big Life Families includes Nurseries and Longsight Community Primary. There was a relatively low return in Big Life Families, possibly due to high number of new staff and limited access to the online survey at the Nurseries. There should be a greater emphasis on circulating paper copies to the Nurseries for the survey in 2014.

Do you work full-time or part-time?Being Well BIITN

Big Life Centres BLE Big Life

FamiliesBig Life

coHarvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10 2008/09

Full Time 100% 54% 45% 88% 68% 71% 44% 81% 85% 73% 71% 67% 70% 63% 55%

Part Time 0% 46% 55% 12% 32% 29% 56% 19% 15% 27% 29% 33% 30% 30% 35%

73% of staff answering the survey this year were full time.

How long have you been with The Big Life group?

28% of respondents had less than one year service, which reflects the growth of the group over the last 12 months.

I would recommend the Big Life group as a good employer

Being Well BIITN Big Life

Centres BLE Big LifeFamilies

Big Life co

Harvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10 2008/09

Agree 100% 86% 80% 100% 94% 100% 100% 100% 95% 94% 92% 93% 97% 95% 94%

Over 90% of employees have consistently said they would recommend the Big Life group as a good employer over the last 5 years. It also pleasing to note that for those employees with less than one year’s service, working for The Big Life group has been a positive experience as 98% said they would recommend The Big Life group as good employer.

0-6 Months 6-12 Months 1-2 Years 2-3 Years 3-5 Years 5 Years +

Total 2013 21% 7% 22% 11% 15% 24%

Gallup Results 2013

Gallup has developed and identified 12 core elements that link employee engagement to critical business outcomes. These 12 statements emerged from Gallup’s pioneering research as those that best predict employee and workgroup performance.

The Gallop Study found that that the most engaged employees answer positively to the following 12 questions, with everyone else answering neutrally or negatively.

The 12 questions are said to be the simplest and most accurate way to measure the strength of the workforce according to Gallup research. They are structured in order of importance, with the staff member knowing what is expected of them at working being the most important. Gallup set out to devise a way to measure ‘strong’ workplaces that would attract and retain the most productive employees.

N. Gallup’s Q-12 questions Year Being Well BIITN Big Life


Big Life co

Harvey Project

Open Door SHS Total

1I know what is expected of

me at work

2013 86% 93% 100% 100% 87% 100% 78% 88% 95% 92%

2012 - 78% 100% 100% 89% 95% 80% 92% 100% 93%

2

I have the materials and equipment I need to do my

work

2013 100% 61% 85% 75% 69% 95% 67% 50% 74% 73%

2012 - 72% 67% 80% 71% 84% 80% 75% 73% 73%

These two questions are the first step towards the goal to attract, focus, and keep the most talented employees.

Q1 – 92% of employees and managers have had their expectations clearly defined and hence, know the outcomes that are to be achieved.

Q2 – 73% of the respondents felt the company provides them with the materials and equipment to do their job, creating a better chance of success. It is also important in that it demonstrates to employees that their work is valued and shows them that the company is supporting them in what they are asked to do.

It is worth noting that only 50% of employees in Open Door felt that they have the materials and equipment that they need to do their work compared to 75% in 2012. Whist it is possible that problems with ICT resulting from the new build at Open Door may account for this response it would be worth further exploration.



Big Life co

Harvey Project

Open Door SHS Total

3At work I have the opportunity

to do what I do best every day

2013 100% 71% 85% 50% 78% 86% 67% 88% 82% 80%

2012 - 72% 76% 70% 87% 95% 60% 100% 78% 82%

4 I regularly receive recognition or praise for doing good work

2013 86% 82% 85% 63% 70% 86% 67% 63% 78% 76%

2012 - 75% 62% 84% 70% 71% 57% 67% 75% 71%

5My manager, or someone at work, cares about me as a

person

2013 100% 96% 85% 88% 94% 100% 78% 100% 85% 91%

2012 - 100% 95% 90% 100% 95% 80% 92% 90% 95%

6There is someone at work

who encourages my development

2013 100% 82% 80% 63% 79% 82% 67% 69% 79% 79%

2012 - 83% 81% 70% 91% 95% 80% 83% 84% 87%

These four questions address the issue of individual self-esteem and worth.

Q3 – 80% of respondents felt that they had the opportunity to do what they do best everyday. This suggests employees are receiving help from managers in getting into roles where they can fully use their inherent talents in their ongoing work. This can help the manager position people efficiently, within and across roles. The exception appears to be Big Life Employment with only 50% of employees in agreement with this statement. This may warrant further exploration.

Q4 – 76% of respondents felt that they are receiving recognition or praise for the high level of work they are doing within the business on a regular basis.

Q5 – 91% of the respondents felt that their manager, or someone at work, cares about them as a person. This suggests that Big Life managers listen to their staff and respond to their unique needs. It also suggests that managers are finding the connection between the needs of the individual and the needs of the organisation.

Q6 – 79% of respondents felt that someone at work encourages their development. This suggests that they are being coached and influenced on how they perceive their future, and that managers are helping employees improve as an individual by providing opportunities that are in line with their talents. However, it is worth noting that positive responses have fallen from 87% in 2012 with a reduction across all businesses with the exception of Being Well, Big Life Centres and Big issue in the North.



Big Life co

Harvey Project

Open Door SHS Total

7 At work my opinion seems to count

2013 100% 79% 80% 88% 76% 95% 67% 81% 78% 80%

2012 - 89% 81% 90% 71% 95% 60% 75% 84% 81%

8The mission and purpose of

The Big Life group makes me feel my job is important

2013 100% 79% 95% 75% 87% 95% 67% 81% 90% 87%

2012 - 83% 76% 80% 89% 90% 80% 100% 86% 86%

9In my team people are

committed to doing quality work

2013 100% 79% 95% 75% 91% 95% 78% 100% 99% 93%

2012 - 94% 95% 90% 93% 100% 100% 100% 98% 96%

10 I have a friend at work

2013 86% 68% 75% 88% 91% 86% 67% 94% 92% 86%

2012 - 13% 29% 39% 49% 71% 14% 27% 47% 41%

These questions consider whether or not employees feel part of the Big Life group and share the same value system.

Q7 – 80% of respondents felt that their opinion seems to count at work. This suggests that employees are been asked for their input, and that their input is considered as decisions are made. It also suggests that they are involved in decisions and therefore will take greater ownership of the outcomes.

Q8 – 87% of respondents feel that the mission and purpose of The Big Life group makes them feel their job is employment. This suggest that Big Life employees not only see the purpose of their work, but also how their work influences and relates to the purpose of the organisation and its outcomes. This suggests they understand the big-picture impact of what they do each day and how their work positively influences the service user and the community.

Q9 – 93% of respondents felt that people within their team are committed to doing quality work. This suggests management are selecting conscientious employees, providing some common goals and measures around quality.

Q10 – 86% of respondents felt that they have a friend at work and this suggests that our working environments allow for close and trusting relationships at work. This can influence communication, trust, and other outcomes. This is a significant increase from 41% in 2012 when the question then read ”best friend” at work.



Big Life co

Harvey Project

Open Door SHS Total

11 I have had an appraisal in the last 12 months

2013 43% 57% 50% 50% 60% 82% 44% 75% 59% 60%

2012 - 58% 78% 89% 85% 88% 100% 92% 84% 83%

12This year I have had the

opportunity at work to learn and grow

2013 100% 68% 75% 63% 75% 91% 67% 75% 83% 78%

2012 - 94% 71% 70% 78% 90% 80% 100% 86% 83%

These questions investigate the employee’s commitment and the willingness to learn, grow and innovate.

Q11 – Only 60% of respondents had had an appraisal over the last 12 months. This is a significant decrease on 83% from 2012 but maybe accounted for by 30% of respondents to the survey having less than 1 year service and appraisal being annual. However, it is essential that appraisals are carried out consistently across the group in 2014 as appraisals provide a structured time to reflect on an employee’s performance and development.

Q12 – 78% of respondents felt they had the opportunity to learn and grow at work in the last 12 months. This suggests they have had knowledge that they are improving and have had chances to improve themselves. This also suggests that they have had the opportunity for training that will benefit them and the organisation.

Conclusion

The responses to the 12 Gallup questions are overwhelmingly positive. They show that on the whole 81% of respondents feel we continue to build a great place to work, which is consistent with 82% in 2012.

These results are very encouraging as they shows that, given the fast pace of change and growth experienced in 2013, as a group we are able to continue to attract and retain talented employees who feel part of the Big Life group and share the same value system; that our working environments continue to enable an individual to feel self-esteem and worth and so are committed to the business and show a willingness to learn, grow and innovate.

Gallop questions are also identified in the main body of the report

N. Gallup’s Q-12 questions 0-6 Months 6-12 Months 1-2 Years 2-3 Years 3-5 Years 5 Years + Total

1 I know what is expected of me at work 91% 95% 87% 93% 92% 97% 93%

2 I have the materials and equipment I need to do my work 72% 75% 73% 78% 61% 79% 79%

3 At work I have the opportunity to do what I do best every day 79% 85% 78% 78% 76% 82% 80%

4 I regularly receive recognition or praise for doing good work 81% 85% 73% 74% 76% 74% 76%

5 My manager, or someone at work, cares about me as a person 89% 100% 91% 85% 97% 89% 91%

6 There is someone at work who encourages my development 87% 90% 76% 81% 74% 74% 79%

7 At work my opinion seems to count 85% 95% 76% 78% 79% 75% 80%

8 The mission and purpose of The Big Life group makes me feel my job is important 89% 95% 91% 89% 74% 87% 87%

9 In my team people are committed to doing quality work 96% 100% 93% 96% 87% 90% 93%

10 I have a friend at work 87% 95% 87% 96% 87% 77% 86%

11 I have had an appraisal in the last 12 months 2% 45% 58% 93% 89% 85% 60%

12 This year I have had the opportunity at work to learn and grow 79% 85% 78% 78% 76% 82% 80%

This chart shows the response to the 12 Gallop questions by the length of service of respondents. Overall it shows that the length of service doesn’t appear to create any considerable variance on the nature of the results with the exception of respondents with 0-2 years service of whom a greater number have not had an appraisal

About Your Job



Big Life co

Harvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10 2008/09

Overall I am satisfied with

my job86% 75% 90% 75% 76% 91% 78% 75% 87% 82% 84% 89% 91% 94% 92%

I feel secure about my job

within the organisation

100% 68% 70% 63% 49% 73% 33% 75% 74% 65% 47% 44% 37% 69% 70%

Job satisfaction registers a healthy 82% of respondents who are satisfied in their jobs.

In addition, it is welcomed that there is a large increase (to 65%) in the number of people who feel secure about keeping their position (from 47% in 2012).

However, it can be noted that only 49% of people within Big Life Families feel secure about their jobs. This maybe explained by a large number of contracts within the family team being linked to funding which expires at the end of March 2014, and there as yet no clarity on whether contracts will be extended beyond this date. In this context regular and clear communication is vitally important. Similarly only 33% of employees within the Harvey Project felt they had job security. This is likely explained as at the time of the survey their contracts were due to expire in December 2013. However, on a positive note a further 12 month funding for the Harvey Project has been confirmed going forward.

ChangeBeing Well BIITN Big Life


Big Life co

Harvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10

I feel involved in any decisions to do with changes to my job 100% 64% 75% 88% 54% 91% 56% 75% 65% 67% 61% 67% 69% 78%

Changes affecting my job arehandled well by those

implementing them100% 75% 65% 75% 60% 77% 78% 81% 62% 67% 72% 75% 76% 82%

67% of people feel involved in decisions to do with changes in their job and likewise 67% of people felt changes are affecting their job are handled well by those implementing them. It is worth noting that only 54% and 56% of respondents from both Big Life Families and the Harvey Project respectively feel involved in decisions to do with changes to their jobs. This may well be linked to anxieties around job security but maty be worth further investigation. It would also be worth reviewing how we can improve on employee’s perception about how well changes affecting their jobs are handled by those implementing them, perhaps with coaching for line managers around this.

Management

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

I receive supervision every 4 to 6

weeks

100% 57% 75% 63% 78% 91% 78% 81% 83% 78% 72% 75% 79% 80.2% 82%

I am happy with the way

my supervisions are carried out and feel they are an

effective use of my time

100% 82% 90% 63% 79% 100% 78% 88% 82% 84% 83% 89% 83% 85% 92%

I have had an

appraisal in the last 12

months

43% 57% 50% 50% 60% 82% 44% 75% 59% 60% 83% 89% 82% 83% 92%

I am happy with the way my appraisal was carried

out and feel it was an

effective use of my time

43% 57% 45% 25% 54% 82% 44% 69% 55% 56% 70% 98% 79% 70% 82%

I know what is

expected of me at work

86% 93% 100% 100% 87% 100% 78% 88% 95% 92% 93% 96% - - -

78% of respondents said they had received supervision every 4 to 6 weeks and 84% of those were happy with the way they were carried out and was an effective use of their time. This is encouraging as quality supervision is an important factor in driving results and producing positive outcomes for the service and for service users. It also suggests that managers understand the value of supervision. It is worth noting that only 57% and 63% of respondents appear to getting supervision every 4 to 6 weeks in Big Issue and Big Life Employment respectively.Only 60% of respondents had had an appraisal over the last 12 months. This is a significant decrease on 83% from 2012 but maybe accounted for by 30% of respondents to the survey having less than 1 year service and appraisal being annual. A further concern would be that of the people who did receive an appraisal, only 56% of the respondents were happy with the way it was handled, a negative trend from the previous year. It is important that appraisals are carried out consistently across the group in 2014 as appraisals provide a structured time to reflect on an employee’s performance and development. Refresher training or workshops on the importance of and how to carry out effective appraisals should be considered early in 2014.

I feel my salary is a fair market rate



Big Life co

Harvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10 2008/09

Agree 29% 43% 90% 38% 57% 50% 67% 25% 45% 51% 53% 54% 64% 52% 52%

51% of employees within the group that feel their salary is a fair market rate, with the exception of Big Life Centres (90%.)

It is worth noting that traditionally just over half of employees feel their salary is a fair market rate. It is also worth noting that salary increments were frozen between 2009 until a 1% cost of living increase in April 2013.

The Big Life group is also considering Living Wage Accreditation in 2014.

2. Culture

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

I feel committed to the success

of the Big Life group

100% 82% 90% 88% 97% 100% 78% 94% 94% 93% 94% 96% 99% 96% 98%

At work I have the

opportunity to do what I do best every

day

100% 71% 85% 50% 78% 86% 67% 88% 82% 80% 82% 84% 83% 86% -

At work my opinion seems to count

100% 79% 80% 88% 76% 95% 67% 81% 78% 80% 81% 85% - - -

I regularly receive recognition or praise for doing good work

86% 82% 85% 63% 70% 86% 67% 63% 78% 76% 71% 71% 86% 87% 81%

My manager, or someone at work, cares about me as

a person

100% 96% 85% 88% 94% 100% 78% 100% 85% 91% 95% 96% 90% 100% 93%

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

There is someone at work who

encourages my

development

100% 82% 80% 63% 79% 82% 67% 69% 79% 79% 86% 87% 83% 90% -

I feel that I have a good relationship

with my manager

100% 93% 90% 100% 90% 100% 78% 94% 92% 92% 95% 92% 91% 97% -

A large majority of respondents (93%) feel committed to the success of The Big Life group. The positive set of results around culture show a strong cultural identity across the group which encourages self-esteem and worth, a strong cultural identity which appears to have been maintained during a period of growth over the last 12 months.

Whilst a healthy 79% of rspondents identified that there was someone at work who encourages their development it is worth notng that this has been reducing year-on-year despite the growth of the group as a whole. This may justify further exploration.

Your Team

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

I feel committed to

my team’s success

100% 93% 100% 100% 99% 95% 78% 100% 100% 98% 97% 96% 99% 100% 99%

We make decisions

based on the best ideas

and information rather than on office politics

100% 86% 80% 75% 75% 77% 78% 88% 74% 78% 82% 83% 90% 88% -

Within my team there is a positive / strong team

spirit

100% 79% 70% 63% 75% 59% 78% 81% 76% 75% 80% 85% 80% 80% 92%

We work together to identify and

solve problems

100% 89% 75% 88% 82% 77% 67% 94% 81% 82% 89% 90% 85% 87% -

We express our views

respectfully100% 93% 85% 88% 87% 95% 78% 75% 92% 89% 92% 93% 88% 80% -

We discuss tough issues

candidly100% 96% 75% 88% 85% 82% 78% 94% 85% 86% 85% 91% 85% 72% -

Almost all (98%) of respondents feel committed to the success of their team which highlights a very strong team identity across the group. Similarly the responses show that positive team dynamics such as respect and dialogue to solve problems and make decisions exist across the group.

It is crucial that we maintain a strong team identity as the group grows and some of the trends show a reduction on previous years. Hence, it is worth investing time into developing strategies and mechanisms to maintain team identity in existing businesses and encourage team identity and an inclusive way of working within new services that will be introduced to the group going forward.

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

I feel morale in my team is

good100% 68% 60% 63% 63% 59% 78% 56% 63% 64% 66% 72% 65% 77% 86%

I feel valued within my

team100% 82% 80% 75% 82% 91% 78% 69% 87% 84% 83% 87% 77% 77% 93%

In my team people

are committed to doing quality

work

100% 79% 95% 75% 91% 95% 78% 100% 99% 93% 96% 96% 89% 91% -

Within my team there is

personal conflict

between people

29% 25% 25% 63% 30% 59% 22% 50% 10% 27% 25% 29% 26% 24% 30%

People in my team avoid

blaming others when

things go wrong

100% 61% 75% 50% 61% 82% 56% 69% 85% 72% 78% 77% 72% 75% -

People take responsibility for the results of their work

100% 86% 90% 88% 90% 91% 67% 94% 91% 89% 92% 94% 90% 92% -

84% of people felt valued and committed to doing quality work and 89% of respondents feel team members take personal responsibility for the results of their work which suggests that teams, and individuals within those teams, are motivated to provide a quality service to our customers. However, there does appear to be room for improvement in building team morale across a number of the business and leaders in these businesses should give thought to this going forward.

Whilst 75% of respondents feel that there is a positive team spirit in their teams, it should be noted that responses for Big Life Company and Big Life Employment appear to be influenced by a too high percentage of respondents identifying personal conflict in those teams (59 and 63% respectively). Steps should be taken to resolve these conflicts so as to improve team spirit.

3. Mission and Values

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10

The group has a clear mission and purpose 100% 89% 100% 88% 94% 100% 78% 100% 96% 95% 95% 92% 96% 96%

The mission and purpose of The Big Life group makes me feel my job is important

100% 79% 95% 75% 87% 95% 67% 81% 90% 87% 86% 88% - -

The group has a clear set of written values 100% 96% 100% 100% 93% 95% 78% 100% 95% 95% 97% 94% 97% 88%

The group generally lives up to its values and ethos even

when times are tough100% 79% 85% 50% 67% 95% 78% 88% 92% 82% 84% 89% 90% 67%

I would recommend the services The Big Life group

delivers to people I know100% 89% 100% 88% 90% 100% 78% 94% 95% 93% 97% 95% 99% 98%

Respondents feel that The Big Life group mission and values are very strongly branded and communicated. For example, a very encouraging 95% of respondents feel that the group has a clear mission and purpose. A clear mission serves as a guide for all of the company's decision-making. 87% of respondents also clearly buy into the mission and purpose of The Big Life Group as it makes them feel their job is important.

A very pleasing 93% of respondents would also recommend the services of the The Big Life group to people they know, which suggests a pride, belief and confidence in our services ability to deliver positive outcomes for customers.

4. Target Setting

Organisation’s targets

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013Total2012 2011 2010/11 2009/10

The Big Life group objectives are clearly communicated 100% 96% 90% 75% 84% 95% 78% 81% 90% 88% 82% 58% 80% 68%

The work of my team directly impacts on the objectives of the

organisation100% 93% 90% 63% 91% 95% 78% 100% 88% 90% 87% 74% 74% 75%

88% of people believe that the Big Life group objectives are clearly communicated and importantly 90% feel the work of their team directly impacts on the objectives of the organisation as they can see how their team objectives filter down from and support the larger business objective.

Team’s targets

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10

I was involved in setting my team’s targets to meet the

objectives of the organisation43% 54% 65% 50% 63% 82% 67% 88% 27% 53% 50% 46% 68% 73%

Only 53% of respondents stated that they were involved in setting team targets. Involvement in setting team targets is highly desirable as it helps generate ownership of and personal responsibility for those targets. However, it must be acknowledged that targets within our services are increasingly being set by commissioners, and the table below supports this with over 50% of respondents who were not involved in setting team targets outlining that their targets were set by commissioners and managers. This most likely explains why only 27% of respondents in Self Help Services were involved in setting their team targets.

In this context the challenge should be to find other ways in which employees can exert some control over their working environment e.g. involvement into determining processes in how the work will be carried out, control over hours of work etc.. We should be conscious that h igh demands in our working environment with low control can lead to stress.

I was not involved in setting the targets for my team because... Number of responsesI am a new member of the team 23

Targets are set by commissioners and mangers 64

I have never been asked 14

I don’t know what the targets are 0

I was not in work when the targets were set 3

Other 6

TOTAL 110

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10

The targets of my team are translated into my work targets 100% 86% 90% 63% 87% 100% 67% 81% 91% 88% - - - -

I feel that my contribution to achieving targets is recognised

and appreciated100% 68% 80% 75% 61% 100% 67% 69% 82% 75% 77% 79% 84% 82%

We systematically gather feedback on our performance from service users, customers

and partners

100% 68% 95% 75% 84% 73% 67% 94% 94% 85% 87% 86% 86% 84%

We act on feedback we receive 100% 82% 85% 88% 84% 91% 78% 94% 88% 87% 90% 93% 88% 88%

We constantly apply better practices and new ideas to

improve performance100% 86% 80% 63% 87% 95% 67% 94% 91% 87% 91% 92% 91% 93%

People are expected to performat a high level, low performance

is unacceptable71% 75% 75% 63% 79% 82% 78% 81% 91% 82% 85% 83% 78% 77%

75% of respondents felt that their contribution to achieving targets was recognised and appreciated. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to improve their good work.

The responses also positively show that across the group we gather feedback from our customers (85%), act on the feedback we receive (87%) and look to apply better practices to improve our performance (87%). This shows we reflect on all that we do. We take time to consider how effective we are and how we can be better and proactively work to achieve our better service for our customers. Across the group people are expected to perform at a high level for the benefit of our staff and customers (82%).

5. How do you find out what other teams do?



Big Life co

Harvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

Via the website 43% 39% 40% 25% 39% 41% 56% 31% 15% 32% 36% 43% 45 % 41% 42%

Big News 86% 71% 80% 13% 60% 100% 56% 56% 58% 64% 71% 66% 74% 71% 65%

Word-of-mouth 86% 68% 75% 38% 55% 91% 56% 38% 55% 59% 67% 64% 67% 72.8% 81%Via training

events 43% 46% 50% 13% 39% 32% 44% 38% 45% 41% 38% 52% 56% - -

I don’t 0% 4% 0% 13% 6% 0% 11% 31% 6% 7% 6% 6% 3% 6% 5%

Other 9% 4% 9% 4% 12% -

Big News (64%) and word-of-mouth (59%) are the most common ways that employees find out what other teams are doing. The majority of respondents who outlined “other” sources about finding out what other teams do identified email.

8. Training

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

This year I have had the opportunity at work to learn

and grow

100% 68% 75% 63% 75% 91% 67% 75% 83% 78% 83% 82% 84% 81% 79%

I have the materials and equipment I

need to do my work

100% 61% 85% 75% 69% 95% 67% 50% 74% 73% 73% 78% - - -

I am happy with the

content of the training I have

attended through the training plan

100% 61% 95% 88% 82% 86% 67% 81% 79% 80% 87% 90% 85% 78% 84%

I am happy with the

quality of training I have

attended through the training plan

100% 61% 95% 75% 81% 82% 78% 81% 85% 81% 86% 82% 85% 78% 82%

Following training my manager

helps me to put my new skills into practice

100% 64% 65% 63% 67% 73% 78% 88% 64% 69% 73% 75% 77% 83% 80%

I have identified external training

opportunities related to my

job

71% 46% 65% 50% 69% 73% 56% 75% 58% 62% 71% 72% 79% 79% 70%

Being Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

I have been supported to

access external training

related to my job

57% 46% 55% 38% 63% 82% 67% 69% 54% 59% 62% 73% 77% 79% -

One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career enhancing skills.

78% of respondents felt they had the opportunity to learn and grow at work in the last 12 months. This suggests they have had knowledge that they are improving and have had chances to improve themselves. This also suggests that they have had the opportunity for training that will benefit them and the organisation. Respondents were also positive about the content and the quality of the training that they had attended, 80% and 81% respectively.

Only 62% of respondents said they had identified external training opportunities for their job with 59% getting support to access these training opportunities. Whilst it should be recognised that training and development opportunities are not just found in external training programs it may be worth exploring if this is an area of dissatisfaction for employees, and if so why.

Whilst only 50% of Big Life Employment respondents had identified external training it should be noted that Skills2Buildit is an apprentice programme providing on the job training and skills development. Similarly, some Psychological Wellbeing Practitioners are employed are in trainee roles within Self Help Services.

9. IT Support



Big Life co

Harvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10 2008/09

I have the IT skills to

do my job100% 89% 95% 63% 90% 100% 78% 94% 94% 91% 97% 94% 90% 88% -

I have the IT equipment

I need to do my job

86% 61% 85% 63% 72% 82% 78% 63% 79% 75% 80% 80% 85% 80% -

I feel that the amount of IT

support provided

is sufficient

71% 50% 80% 50% 69% 82% 78% 63% 72% 69% 81% 81% 84% 80% 82%

Overall, I am happy with

the reliability of the IT resource

71% 29% 80% 75% 61% 59% 67% 50% 54% 57% - - - - -

Overall, a very encouraging 91% of people believe that they have the IT skills to do their job, and 75% said they have the IT equipment to do their roles.

The amount of respondents who feel the amount of IT support provided is sufficient was 69%, whilst only 57% of respondents were happy with the overall reliability of the IT resource. IT reliability impacts on people’s day-to-day work and this result suggests that the reliability of IT can be an area of frustration for

respondents. Ways of improving the reliability of IT should be explored going forward with a focus on Big Issue respondents who are clearly dissatisfied with support and reliability (50% and 29% respectively).

10. Human Resource

I Use the HR database to... (Please tick as many boxes as you like)

Being Well BIITN

Big Life Centres BLE

Big LifeFamilie

sBig Life

coHarvey Project

Open Door SHS Total

20132012 2011 2010/11 2009/10

Book holidays / check my holiday balance 86% 71% 90% 38% 81% 100% 56% 88% 86% 82% 83% 84% 88% 77%

Check supervision or appraisal notes 71% 21% 60% 0% 45% 64% 33% 50% 35% 41% 33% 43% 46% 31%

Read or refer to Big Life policies, procedures 86% 54% 70% 13% 70% 77% 67% 69% 73% 67% 72% 26% 73% 70%

Update my personal details 71% 43% 50% 0% 54% 68% 33% 56% 59% 53%I don’t generally use it 0% 18% 0% 25% 15% 5% 11% 13% 4% 9% 11% 11% 8% 15%

Other 7%

I log into the HR database approximately...

Daily Once a week

2-3 times a week

Once a month

Every 2-3

months

Once or twice a

yearNever

Total 86% 82% 95% 75% 85% 100% 78%

50% of employees log into the HR database once a week with the most common use to book holidays / check their holiday balance (82%). It also appears to be used a reference for Big Life policies and procedures (67%).

11. Wellbeing at WorkBeing Well BIITN


FamiliesBig Life

coHarvey Project

Open Door SHS Total

2013 2012 2011 2010/11 2009/10 2008/09

I have a friend at work 86% 68% 75% 88% 91% 86% 67% 94% 92% 86% 45% 41% - - -

I am supported to take care of

my wellbeing at work

86% 89% 75% 88% 88% 86% 78% 88% 83% 85% 87% 86% 93% 88% -

I feel I am supported in achieving a

good work/life balance

86% 86% 80% 75% 76% 95% 78% 88% 72% 79% 81% 80% 85% 86% 85%

I feel I am able/supporte

d to work flexible hours when I need

to

86% 93% 70% 75% 79% 100% 67% 81% 90% 85% 90% 89% 92% 92% 86%

I feel the organisation provides for my needs as a parent/carer

71% 68% 65% 88% 79% 86% 56% 69% 68% 73% 93% 88% 96% 90% 84%

Well-being at work initiatives need to balance the needs of the employee with those of the organisation. Overall the responses to these questions were positive and suggest that across the group we have been successful in creating an environment in which promotes wellbeing and allows for employees to flourish and achieve their full potential for the benefit of themselves and their teams. For example, 85% of respondents feel they are supported to take care of their wellbeing at work, and 79% say they feel supported in achieving a good work/life balance.

The “I have a friend at work” question has changed from 2012 when it read “I have a best friend at work” and may of impacted the results from last years, as there is an increase of 41% in the total.

The percentage of people who believe that the business provides for their needs as a parent/carer remains healthy at 73%; however there has been a significant decrease from 93% in 2012. The Harvey project in particular warrants further attention with only 56% of respondents feeling that the organisation provides for their needs as a parent/ carer. This possibly may be due to the element of shift/ night work This may require some thought. In the meantime, early in 2014 there will be a review of the Wellbeing Policy and a new Foster Family Friendly Policy will be introduced to support foster carers.

12. Recommendations.

12.1 Carry out appraisals consistently across the group in 2014 and provide refresher training/ workshops prior to the 2014 appraisal on how to carry out effective appraisals.

12.2 Ensure timely and clear communication when fixed term commission linked contracts are due to expire/ be renewed.

12.3 Explore Living Wage Accreditation

12.4 Explore and take steps to improve the reliability of the IT resource.

12.5 Consider how to introduce an individual’s perception of control in their working environment where targets are set by commissioners.

12.6 Explore learning and development for line/ change managers about implementing change.

12.7 Develop strategies and mechanisms to encourage a positive team identity and an inclusive way of working within new services that will be

introduced to the group going forward.

12.8 Explore if access and support to external training opportunities for employees is an area of dissatisfaction.

12.9 Review the Wellbeing Policy and initiatives.

12.10 Review the staff survey results at individual business Senior Management Team meetings and identify an action plan if relevant.

big life group staff survey 2013 - latest updates · web viewthe big life group staff survey...

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