Brighton & Hove Albion

Worker engagement and wellbeing: NE Yorkshire and Humber District

Key ideas from this case study:

  • Make a long-term commitment to increasing and maintaining high engagement, not just when your annual employee survey results are published
  • The inclusion of employees in the decisions that affect their work is central to success
  • make employee engagement the responsibility of all managers

When it comes to employee engagement, the Department for Work and Pensions (DWP) in the North East Yorkshire and Humber District has been a key player since 2012. Harrogate Jobcentre Plus, for example, had an Employee Engagement Index of 87% in 2014, and the engagement score for York Monkgate Jobcentre Plus was 73% in 2014, down from 49% in 2012.

Central Support Services area business manager was interviewed to learn why the North East Yorkshire and Humber counties are doing so well.

A culture of commitment

As a senior management team, we attach great importance to the commitment of our employees. In fact, employee engagement has become a central principle in our part of the organization.

One way to achieve this is to make sure that engagement is on the agenda at all times. While data from the annual public service personal survey is an important source for identifying issues related to employee engagement, efforts have been made to ensure that engagement is not only addressed in response to the publication of the results of the personal survey, but that it remains a continuous improvement process.

Recognizing that, in order to benefit from it, employee engagement has to be part of corporate culture and is not a one-off event. Employee engagement isn’t just for Christmas, so to speak! The district therefore endeavors to become active in this area. An example of this is the use of pulse surveys as a supplement to larger personal surveys. These smaller surveys are typically conducted twice a year to provide a measure of engagement across the district.

Employee engagement is the responsibility of all managers

It is the responsibility of all managers, regardless of their grade, to ensure that employee engagement remains a central organizational principle. It is important that managers are accessible at all times, and special efforts are made to ensure that managers of all grades are accessible, especially in times of change.

Managers are also encouraged to make transparent decisions. Now that the importance of comprehensive advice has been discussed with employees from across the organization, it is just as important to provide feedback and explain the results and the associated decision-making processes. It is not enough to invite employees to share their views. This transparency ensures that people feel heard and do not waste time getting involved and expressing their opinions.

Advising all employees offers business advantages

The senior management team endeavors to ensure that all levels of the organization are regularly consulted on any changes or issues that affect them. They hope that all DWP employees will have the opportunity to share their views and have a say on all aspects of their work, large and small. Managers across the district moderate a number of forums for employees to participate in the process, from large-scale briefings designed to educate employees about operational changes that will have a profound impact on the way they work, to informal forums, in which employees are able to express local concerns, operational or otherwise.

Such consultations allow managers to seek the views of their team members and work more closely with them to ensure changes are being implemented effectively. This was a particularly successful strategy after the introduction of Universal Credit. As early adopters of this system, we are aware of the role our employees have played in the successful transition during this period.

By giving all employees a voice, we can not only implement change better, but also show them that their views and opinions make a difference.

Related Articles

Leave a Reply

Your email address will not be published. Required fields are marked *

Back to top button