Shared ownership of engagement at the Royal College of Physicians 

The Royal College of Physicians (RCP) transformed employee listening into shared ownership of engagement. With 85% participation and an engagement score 2% above the higher education benchmark, RCP empowered its people to lead meaningful change. As Rachel from RCP explains, “The survey is just the beginning — what matters is what happens next.”

That mindset, supported by a network of Engagement Champions, keeps feedback alive year-round,  building trust, visibility and a stronger sense of purpose across the organisation. 

The Royal College of Physicians (RCP) has long been a voice for excellence in healthcare, but in recent years it’s also become a model for how to listen internally. Working with People Insight, RCP has transformed its employee survey programme into a catalyst for shared ownership, accountability and collaboration. 

Rather than treating engagement as a one-off initiative, RCP’s approach ensures that every employee, from leadership to frontline teams, plays a part in shaping the organisation’s culture.

With 85% of employees taking part in the latest survey and an engagement score of 77% (two percentage points above the higher education benchmark) it’s clear that this approach is paying off. Click here to watch a replay of our webinar with the Royal College of Physicians. 

Founded in 1518, the Royal College of Physicians is one of the UK’s most respected professional bodies, representing over 40,000 doctors in the UK and internationally. RCP’s purpose is to improve patient care and healthcare standards, support medical professionals and influence health policy for the better. 

Like many membership organisations, RCP’s external mission depends on a strong internal culture. That’s why its HR and leadership teams have placed employee experience and listening at the heart of their organisational strategy, ensuring people feel connected, valued and heard. 

RCP’s journey began with a simple goal: to make employee engagement a shared responsibility. With People Insight’s support, the RCP designed a modern survey approach that provided clarity, insight and, most importantly, a foundation for action. 

Survey results are now shared widely across the organisation, discussed within directorates, and followed by engagement workshops that translate feedback into practical next steps. Leaders take part in executive coaching and action planning sessions to understand results and communicate progress, while teams explore their local data and agree actions together. 

This openness and transparency have helped build a stronger culture of trust. Employees can see how their input influences decisions, while leaders feel supported by credible, data-led insights from People Insight’s consultancy team. 

One of the most distinctive features of RCP’s engagement approach is the creation of its Engagement Champion network. This initiative gives employees across departments a dedicated role in keeping engagement alive between surveys. 

Engagement Champions act as connectors, representing their teams, sharing insights and encouraging open discussion about what’s working well and where improvements can be made. They’re not simply messengers; they’re advocates who help turn feedback into practical, visible action. 

Each Engagement Champion role is structured with a clear purpose and expectations. Champions facilitate conversations on survey results, promote local initiatives and support communication between colleagues and leaders. They also take part in development opportunities that strengthen their skills in collaboration, influence and communication. 

The result is a sustainable model for employee engagement that belongs to everyone, not just the HR team. During the RCP webinar, this initiative drew particular praise from attendees, many of whom recognised it as a best-practice example of how to maintain momentum after a survey. 

Leadership visibility has been critical to the success of RCP’s shared ownership model. Executives are active participants in the survey process, from open discussions of results to action planning sessions that bring data to life. This visible commitment has helped build confidence across the organisation that feedback will lead to action. 

People Insight’s consultancy team has supported RCP every step of the way. From survey design to results interpretation and action planning, the partnership has ensured that leaders have both the insight and confidence to turn data into meaningful change. 

The results of this approach speak for themselves. 80% of employees say that RCP’s purpose makes them feel good about the work they do, reflecting a powerful connection between individual contribution and organisational mission. The autonomy score stands at 74% (11% above the sector benchmark), showing that employees are trusted to make decisions and use their expertise. 

Recognition is also a standout strength. 71% of employees feel valued for their work (13% above sector), and 77% have received thanks or praise for doing good work (18% above the all-sector benchmark). These figures underline RCP’s culture of appreciation and mutual respect; the very outcomes that shared ownership of engagement is designed to achieve. 

Beyond the numbers, the cultural shift is clear. Engagement conversations now happen throughout the year, not just after a survey. Employees know who to turn to when they want to raise ideas or concerns, and leaders can make faster, more informed decisions. The tone of engagement has shifted from reactive to proactive; a hallmark of genuine cultural change. 

Looking ahead, RCP plans to continue developing its Engagement Champion network, providing ongoing training and recognition for those in the role. The next survey cycle will include questions designed to measure the influence of the Champions on local engagement and communication. 

RCP will also continue to work closely with People Insight to evolve its listening strategy, using dashboard analytics to identify trends and areas for further improvement. 

When employees are trusted to lead engagement, lasting change follows. The Royal College of Physicians’ story shows that employee voice is most powerful when it’s shared. Partner with People Insight to build your own culture of shared ownership through actionable surveys, insight and expert support. Get in touch for an employee engagement survey or a higher education staff survey today.