LCP: Developing the employee voice

Who is LCP?

With a mission to create a financially better future for society, Lane Clark & Peacock (LCP) is a market-leading consultancy working across pensions, financial services, energy, health analytics and more.

With more than 1,200 employees, LCP values transparency, continuous improvement and meaningful employee voice. The “LCP Voice Survey”, as it is known within the company, is a vital tool for understanding employee sentiment across a growing and diverse workforce and driving meaningful organisational change.

Working with People Insight has helped LCP strengthen that approach. Through our employee survey platform, benchmarking, dashboard reporting and consultancy support, LCP has been able to make employee feedback clearer, more actionable and more closely connected to business decision-making.

The result is a mature listening programme where employees understand why their feedback matters, leaders can see where to focus and action planning is built into the rhythm of the organisation.

Starting the survey journey

LCP took a significant step to enhance its employee engagement strategy by partnering with People Insight. The collaboration was designed to provide a more structured, objective and comprehensive approach to understanding and improving the employee experience.

Previously, staff surveys were conducted internally through HR. While this had worked well, LCP recognised that the business had grown and diversified. It needed a survey partner that could provide independence, external benchmarking and a clearer way to turn survey data into action.

People Insight brought several strengths to the partnership:

Beyond benchmarking, the intuitive dashboard and competitive pricing, what solidified the connection between LCP and People Insight was a shared people-first attitude and mindset.

This mattered because LCP was not looking for a basic survey supplier. It wanted a partner that understood the importance of employee voice and could help turn feedback into meaningful, practical improvement.

Adapting through challenges

The initial survey conducted with People Insight established a strong foundation for LCP’s employee engagement strategy. The survey resulted in an 87% engagement score, providing a clear benchmark for future comparison.

The following year, LCP launched a wellbeing-focused check-in survey, with the next comprehensive survey scheduled for a year later. This period coincided with major shifts in working life, including remote working adoption and economic uncertainty.

Despite these challenges, LCP maintained its impressive 87% engagement score and achieved an 84% response rate. This demonstrated the resilience of its culture and the effectiveness of its engagement strategy.

The result also earned LCP People Insight’s Outstanding Workplace Award, recognising its top-quartile engagement performance.

People Insight’s role during this period was to help LCP keep listening in a structured, credible way. The platform gave leaders clear data and benchmarks. The check-in survey helped LCP stay close to employee sentiment. The partnership gave the People team confidence that they could continue measuring engagement, even during a period of significant workplace change.

LCP’s pulse survey results

The pulse survey marked another strong achievement for LCP, with the following key results:

• Engagement score: The pulse survey recorded an engagement score of 88%, reflecting a highly engaged and motivated workforce. This surpassed the industry benchmark and showed improvement from previous years.
• Response rate: The survey achieved an 88% response rate, demonstrating the effectiveness of LCP’s communication strategy and the high level of trust employees place in the survey process.
• Positive trends: The survey revealed positive movement in areas including leadership effectiveness, communication and work-life balance. Questions that had previously highlighted areas for improvement showed clear progress, validating the action plans implemented in response to earlier feedback.
• Outstanding Workplace Award: For a second year running, LCP’s survey results qualified the organisation for People Insight’s Outstanding Workplace Award.

These results show the value of a consistent listening programme. LCP was not only able to measure engagement at a point in time. It could track progress, understand whether previous actions had worked and keep employee voice visible across the organisation.

People Insight’s dashboard reporting and benchmarking helped turn the survey results into a clear story. LCP could see where it had improved, where it remained strong and where leaders needed to maintain focus.

Key features of LCP’s approach:

From the outset, LCP made it clear that the employee survey was more than a periodic exercise. It was a core part of its strategy to enhance employee engagement.

Several features made the approach effective:

• The survey was introduced as part of the employee experience, not treated as a standalone HR activity.
• Communication happened before, during and after the survey.
• Results were shared clearly and transparently.
• Department heads were expected to discuss results and create relevant local action plans.
• People Insight’s dashboard and consultancy support helped LCP focus on the right priorities.

This combination gave employees confidence that the survey mattered and gave managers a clearer route from insight to action.

Embedding the survey into organisational practices

LCP embedded the survey into organisational life in several practical ways.

Inductions: New employees are introduced to the survey as part of their induction process. This early preview helps employees understand that feedback is part of how LCP works and encourages new hires to participate when the next survey opens.

Pre-survey communication: Before launch, LCP runs a comprehensive communication campaign using custom videos, posters, reminders and intranet updates. The aim is to create awareness and energy around the survey, while helping employees understand its purpose.

Ongoing communication: Throughout the year, LCP weaves survey discussions into team meetings and conversations about implementing change. This keeps the survey top of mind and reinforces the link between feedback and action.

People Insight supports this by giving LCP a clear survey process and credible data to communicate. When employees see the survey referenced throughout the year, and not only at launch, it becomes easier to trust that feedback is being used.

That visibility is one of the reasons LCP has sustained such strong response rates.

Survey execution

LCP is thoughtful about how the survey is designed and delivered.

Survey design: LCP keeps the survey concise but comprehensive, using a mix of quantitative and qualitative questions. This balance helps gather meaningful insight without overwhelming employees.

Regular cadence: Historically, LCP conducted surveys every three years. With help from People Insight, it has now moved to an annual cadence, alternating between full surveys and pulse surveys. This creates a consistent flow of feedback while still giving the organisation time to act and measure impact.

This cadence is important. It avoids the risk of surveying too often without action, while still keeping leaders close to employee sentiment.

People Insight’s platform helps LCP manage this rhythm by providing a structured survey process, accessible results and the ability to track progress over time. The service team also helps ensure the survey design remains practical, relevant and aligned with LCP’s wider people strategy.

Post-survey process

Once the survey closes, LCP follows a structured process to analyse and act on the results:

• Dashboard analysis: The first step is to review the survey dashboard provided by People Insight. This gives LCP a detailed breakdown of results, highlighting key themes, strengths and areas for improvement.
• Consultancy support: For full surveys, LCP uses People Insight’s consultancy services to delve deeper into the data. This external perspective helps identify nuanced insights and develop targeted action plans.
• Departmental action plans: Carla Lakey, Andrew Fortescue and the HR team play pivotal roles in sharing results with department heads. Each department head is responsible for discussing results with their teams and creating action plans tailored to their area.
• Firmwide communication: Firmwide results are shared through a short video summary and intranet page, typically within a few weeks of receiving the survey data. This transparency helps build trust and shows employees that their feedback is valued.
• Follow-up and accountability: To maintain momentum, the HR team checks in with department heads three to six months after the survey to review progress on action plans and prepare the organisation for the next survey cycle.

This process is where People Insight’s platform and service work together. The dashboard makes results accessible. Consultancy helps leaders interpret what the results mean. Department-level action planning makes feedback local and practical. Firmwide communication closes the loop with employees.

For LCP, that structure has helped turn employee feedback into focused, visible change.

What’s next?

Building on recent survey successes, LCP is dedicated to continuous improvement in employee engagement. The organisation has identified key initiatives aimed at sustaining and enhancing its achievements:

1. Question consistency: LCP aims to maintain consistency in survey questions for effective year-on-year comparisons, while remaining flexible enough to incorporate relevant new topics when needed.
2. Demographic analysis: Survey data is currently segmented primarily by department, with a firmwide overview. In the future, LCP intends to make greater use of People Insight’s dashboard to analyse additional demographic data and identify any trends that require attention.
3. Ongoing collaboration with People Insight: LCP plans to maintain its strong partnership with People Insight, using our expertise to refine survey methodologies, interpret results accurately and develop impactful action plans.

People Insight is well placed to support this next stage. Our employee survey platform can help LCP deepen its analysis, compare results over time and give leaders clearer visibility across different parts of the business. Our consultants can continue supporting interpretation, prioritisation and action planning.

The focus is clear: keep the survey useful, trusted and action-focused as LCP continues to grow.

Start your survey journey today

This partnership has enabled LCP to navigate the complexities of a growing and diversifying business while staying true to its core principles of excellence and innovation.

Through careful planning, dedicated execution and a genuine desire to listen and respond to employee feedback, LCP has achieved strong results. The pulse survey demonstrated high levels of engagement and participation, while also earning the Outstanding Workplace Award for the second consecutive year.

With People Insight as a trusted partner, LCP is well equipped to continue developing employee voice and strengthening its engagement strategy. By combining an intuitive employee survey platform with benchmarking, consultancy and action planning, People Insight helps LCP turn feedback into practical improvement.

If you are ready to build a more structured and action-focused approach to employee listening, People Insight can help.

We can support you with:

• Employee surveys
• Employee engagement surveys
• Pulse surveys
• Survey dashboards and reporting
• External benchmarking
• Consultancy support
• Departmental action planning
• Survey communications
• Employee listening strategy
• Progress tracking

Ready to embark on your own journey to workplace excellence? Reach out to us today and start your journey like LCP did.

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