Members considered a report which provided a
breakdown of the most recent staff survey.
The following issues were discussed:
Survey – the Head of HR
clarified that 1,131 people had responded to the survey, which was
just under 50% of the workforce. In terms of how to address the
fact that some front-line staff did not feel the survey was
relevant to them, the Head of HR advised that several drop-in
sessions to share the survey findings had taken place, which had
generated a lot of useful feedback. In addition, the Medway Makers
were being relaunched as one way of better engaging with the
workforce. This would allow a balanced representation across the
whole council who could help make sure the questions in future
surveys were relevant to everyone. In addition, paper copies of the
survey had been made available, but none had been
Issues identified by
the survey - in response to how any
issues or concerns raised by the survey would be followed up, the
Head of HR advised that all of these (including from the drop-in
sessions) had been logged and a leadership programme was being
developed to ensure managers had the tools needed to respond. An
escalation route had been established to quickly resolve
Performance management and productivity - how productivity was
measured was questioned and Members were advised that HR was
working with managers to help them how to manage remote teams.
However, this would not be a case of employees’ activies
being monitored in granular detail but rather regular check ins
with staff with an emphasis on key milestones, effective
communication and collaboration and clarity on how to escalate
problems. The policies and guidance needed to support this were
being developed. The Head of HR emphasised this new way of working
was a significant cultural shift which would need to be embraced by
everyone to be successful and would take time to fully
Younger employees – concern was expressed
about difficulties young people may face when learning on job and
reduced access to mentors. Although none of the survey questions
had been specifically aimed at younger members of staff, the
drop-in sessions had revealed that some young people felt they were
constantly at home, in some cases from shared bedrooms.
Training - in terms of access to training when people were
working from home, the Head of HR explained that much training was
now online but if there was a need to come into the office for
training then this would be expected of staff.
isolation – in response to
the survey finding that many people had experienced social
isolation, the Head of HR commented this issue had been more
prominent in the drop-in sessions. The Council was looking to
create more outside spaces at Gun Wharf for people to socialise.
Many teams had still socialised online during the pandemic. In
addition, the Council’s Make a Difference awards event would
take place in November.
The Committee agreed to
note the report and asked for a paper on Medway Makers to come to
the next meeting.