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Royal Voluntary Service Employee Survey Results 2016 Summary of the Royal Voluntary Service Employee Survey 2016 The survey took place between 17 October - 14 November 2016 and was open to all employees. The survey was available online and on paper.

Traffic Light Scoring1 Scores for the 2016 survey results are given a traffic light rating, based on the following. 70% or more of respondents Strongly Positive & Positive and less than 20% of respondents Negative Between 50 - 70% of respondents Strongly Positive & Positive and less than 20% Negative Less than 50% of respondents Strongly Positive & Positive or 20% - 30% of respondents Negative 30% or more of respondents Negative

Response Rates Total population

Actual Respondents

Response Rate

1222

849

69%

We consider that the sample is a good representation of the Royal Voluntary Service employee population as a whole.

1 The results show 3 key measures: §§ Positive percentage (%) figures: are calculated as % Strongly Agree + % Agree for positively phrased questions and % Strongly Disagree + % Disagree for negatively phrased questions §§ Neutral percentage (%) figures: are calculated as % Neither Agree nor Disagree §§ Negative percentage (%) figures: are calculated as % Strongly Disagree + % Disagree for positively phrased questions and % Strongly Agree + % Agree for negatively phrased questions

Royal Voluntary Service Employee Survey Results 2016

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EMPLOYEE ENGAGEMENT Engagement is when the organisation values the employee and when the employee values the organisation. The question below was chosen to create an engagement index and will be used to measure engagement going forward. Positive

Neutral

Negative

2016 Positive %

62

22

16

62

I would recommend Royal Voluntary Service as a good place to work KEY FINDINGS

62% of employees are engaged, 22% are neutral and 16% are disengaged. Whole organisation

62%

Leadership team

86%

Retail (service based) Central support services (Cardiff Gate or home worker)

70% 53%

Operations (service based)

51% 0%

25%

50%

75%

100%

Engagement index by area of the organisation

TOPIC SUMMARY OF RESULTS Positive

Neutral

Negative

2016 Positive %

Colleagues

76

15

10

76

Communications

53

23

24

53

Employee Involvement Group Representatives

29

33

38

29

Engagement

69

20

10

69

Leadership of Royal Voluntary Service

46

35

19

46

Leadership of my department

69

20

12

69

Learning and development

49

27

24

49

Management

73

16

11

73

Performance management

67

20

13

67

Reward

29

26

45

29

Role

73

16

10

73

Service

61

28

11

61

Values and culture

63

21

16

63

Wellbeing

57

21

22

57

Royal Voluntary Service Employee Survey Results 2016

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OPEN QUESTIONS In this section we present the summary findings from our analysis of the open questions. Our analysis consisted of selecting 100 responses at random for each question and analysing them into themes. We show the 5 most frequent themes, with the % of sample respondents mentioning the theme and a short explanation of each.

What is the best thing about working for Royal Voluntary Service? Mission/making a difference

37%

Colleagues/team

31%

Volunteers

15%

Enjoyable, rewarding work

10%

Flexibility

7% 0%

25%

50%

Top Themes Mission/making a difference 37% of respondents are proud of the service Royal Voluntary Service delivers, take pleasure in their interactions with the service users, and feel they are making a difference to people’s lives.

Colleagues/team

Volunteers

31% of respondents enjoy

15% of respondents enjoy

working towards a shared goal with friendly colleagues and feel they are part of a team.

working with dedicated volunteers who are central to Royal Voluntary Service’s mission.

Have got very good working practice with other members of staff and work very well as a team.

Flexibility 7% of respondents appreciate the

Enjoyable, rewarding work Every day is totally different and is rewarding. I really enjoy working for Royal Voluntary Service.

Comments indicate that 10% of respondents find their work to be interesting and it gives them a sense of achievement.

Royal Voluntary Service Employee Survey Results 2016

ability to work flexibly, which helps them balance their responsibilities and lives outside of work. I enjoy the flexibility of my working day.

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What one thing would you change about working for Royal Voluntary Service? Salary

19%

Senior management

15%

Training and career development

9%

Nothing

9%

IT systems and Citrix

6%

Strategy 0%

6% 5%

10%

15%

20%

25%

Top Themes

Salary 19% of respondents expressed a desire for their work to be recognised through higher salaries and there are concerns that some roles are paid unfairly.

It would be nice if the people who are at the very top of the organisation came in to one of their local saites to see what the volunteers and managers face on a daily basis. Maybe even swap roles for the day.

Senior management 15% of respondents would like

Would like to be paid for the actual hours I work. Regularly am working more hours to enable me to do my job to the standard expected, but the pay scale is very poor in comparison to other organisations, and am unable to claim overtime.

senior management to be more present and communicative; there is a sense that senior management is disconnected from other employees in the organisation.

Strategy Nothing 9% of respondents do not want to change anything about working at Royal Voluntary Service.

6% of respondents feel that Royal Voluntary Service lacks a clear strategy and there are barriers that prevent change.

Training and career development 9% of respondents would appreciate enhanced training programmes and more opportunities to learn and progress in their careers at Royal Voluntary Service.

These seriously hamper efficient work. The frustration of constantly being logged out of applications by Citrix is compounded by the slow speed of reloading. Functionality mysteriously disappears from individual phones at random. Our fax machine usually reports errors when people attempt to send to it.

IT systems and Citrix 6% of respondents raise concerns

Too many restrictions in place that prevent the business from operating effectively in the commercial world that we are in.

Royal Voluntary Service Employee Survey Results 2016

about the inefficiency of the IT systems, particularly Citrex.

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AREAS TO CELEBRATE HAPPINESS

PEOPLE ENJOY THE WORK AND INTEND TO STAY

83%

10%

64%

like their job

referred to the enjoyable, rewarding nature of the work*

would like to work for Royal Voluntary Service in the long term

MANAGEMENT

PEOPLE FEEL TRUSTED, RESPECTED AND ARE INSPIRED TO DO THEIR BEST Scores across this topic are high (average 73% positive)

82%

81%

78%

feel their manager trusts them to use their judgment and experience, similar to the benchmark median

trust and respect their manager, similar to the benchmark median

feel their manager trusts and respects them

72%

72%

71%

receive the support they need from their manager

feel that their manager inspires them to do their best, similar to the benchmark median

believe their manager communicates effectively

* in response to the open question

Royal Voluntary Service Employee Survey Results 2016

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ROLE

PEOPLE ARE GIVEN THE SUPPORT AND TOOLS TO ACHIEVE THEIR ROLE Scores across this topic are high (average 73% positive)

79%

77%

77%

feel a sense of personal achievement from the work that they do, similar to the benchmark median

are familiar with charity policies and procedures which affect them

feel that their job allows them to make good use of their skills and experience, the same as the benchmark median

73%

63%

report having access to the information they need to do their jobs

are provided with the support and tools necessary to do their job effectively, similar to the benchmark median and a key factor for engagement

AREAS TO EXPLORE

IMPROVE ENGAGEMENT Engagement at Royal Voluntary Service is at 62%.

LEADERSHIP

LEARNING AND DEVELOPMENT

Leadership is an average 46% positive.

Learning and development is an average 49% positive.

In response to the open question on what respondents would change about working at Royal Voluntary Service, 15% mentioned senior management, making it the second most common response. Respondents raised concerns about a lack of visibility from and communication with senior management.

Learning and career development also emerged as one of the most common themes in response to the open question on what respondents would change about working at Royal Voluntary Service. 9% commented on desires for enhanced training and more opportunities for career progression.

Royal Voluntary Service Employee Survey Results 2016

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