How the employee survey programme supports the workplace culture at DFRS
DFRS have worked with People Insight on their culture survey since 2015, building the question design and reporting to meet their ongoing needs in dialogue with our expert organisational psychologists and project managers. Over that time, they’ve achieved between 10 and 20 point increases in scores across the survey themes.
The survey is inclusive, capturing hard to reach employees
It’s frequently hard to ensure non-desk-based staff like the on-call employees are included in initiatives like the culture survey. This is common across organisations who employ non-desk-based workers.
With DFRS’ focus on inclusion however, it is important to try harder and hear the on-call voice, so People Insight provide QR codes for on-call staff to access the survey via smart phones. DFRS allowed staff to claim their time, doing this activity from home, without having to come into their station.
Since this accessibility issue was solved, the response rate shot up to 74% the highest we’ve ever seen in a fire and rescue service. This demonstrates that other than the physical access issue, there’s trust in leaders and the process, and staff see the benefit of getting involved in the culture survey.
The survey results dashboard helps DFRS be open with the data
DFRS use the iDeck within the survey dashboard to provide results rapidly across the service, in keeping with their value of openness and respect. Said Judi,
“Using the People Insight survey results dashboard – the iDeck is so powerful! We can supply results presentations in seconds for department managers.”
Demographic data provides rich insight
The survey has been planned carefully to include all the demographic data that DFRS need to drive their people strategy action plans. For example, in the agile working workstream, they can explore challenges and preferences, identifying specific groups where focus is needed.
“The demographic data is so rich – we’re using length of service and age data to show us who to focus on for our agile project, encouraging certain groups in the organisation to get involved.”
Action planning post survey means transparency and teamwork
Once the survey results are in, Judi’s team organise workshops to invite any member of staff to get involved in discussing high level actions. They are well attended with around 90 volunteers from across the organisation, rolling their sleeves up and getting involved. They are asked to review the survey results, consider ideas for actions and feedback their thoughts on how to take these forwards. There’s a required representative from each station at the detailed planning stage, but the initial stage is voluntary – and popular!