Employee Surveys & Diagnostic Services

What are employee engagement and employee diagnostics? And why do you need them?

As we all know, in order to effectively plan for the future we need to know where we are starting from, and what the barriers to successful implementation of change programmes might be. IPA can provide in-depth qualitative diagnostic reports on employee engagement and employment relations.

Employee engagement and employment relations diagnostics

IPA can provide an in-depth, independent diagnostic of:

employment relations in your organisation
levels of employee engagement
effectiveness of workplace relationships

We employ a combination of interviews with key stakeholders, focus groups with employees and their representatives, surveys and desk research to review internal communications and data.

A full report is provided with recommendations for further action. The report findings can be operationalized through a facilitated action planning workshop.

".... in depth knowledge and experience of working with the Trades Unions, coupled with an appreciation of the importance of employee engagement, meant that [the IPA consultant] was instantly able to gain the trust of all our stakeholder groups. This in turn led to a deeply insightful diagnostic, a meaningful proposal for change and the subsequent programme of work. The results are brilliant. Our relationship with our major Trade Union body at a national, sector and local level is the best that it has been. We are seeing the emergence of a culture of trust and mutual respect in the work place which, until recently, we could only dream of." Director of Customer Service - a major UK airline.

For more information and to arrange for a confidential chat with Nita Clarke, please contact [email protected]

Engagement surveys

The IPA has designed a set of questions, which focus on different areas of the employees’ experience of their organisation:

Recognition and Reward
Health, Safety, Wellbeing and Environment
Learning, Development and Career Progression
Integrity and Ethics
Customer Focus
The Employee’s Role
Teamwork
Leadership and Management

These questions are developed and tailored with each client to ensure the language and focus of the questions deliver the information required by the organisation to undertake development activities.

The questions can be mapped to the four enablers of employee engagement developed by IPA director Nita Clarke OBE, with her co-author David MacLeod in Engaging for Success. Results are presented in a full report with recommendations and findings can be the focus of an action planning workshop, facilitated by one of the IPA team of advisers.

"Just wanted to thank you again for your excellent work with us....Your presentation of the staff survey outcomes was thought provoking and honest but also upbeat and I believe individuals were left feeling positive with a clear understanding of areas where we can improve going forwards....Our thanks again, you provided exactly what we were hoping for" Medium sized not-for-profit organisation.

For more information about employee engagement surveys, please contact [email protected]

Latest

Sign up to our Newsletter
Global Equality and Diversity Annual Online Conference and Awards: When Doing Right Goes Wrong

IPA Director, Nita Clarke OBE, is speaking at this year's GED conference. Current controversies are testing workforces’ and the public’s sense of fairness in corporate responses to diversity, inclusion and equality challenges. Discover how corporate leaderships, personnel managers, governance, legal and communications professionals can adapt their responses for better and proportionate outcomes.
Hybrid Working – A Prelude to Conflict?

I was training a group of representatives a couple of weeks ago and, as it often does, the return to office working was highlighted.
Peer Power: Leadership and management development within the TU movement

Katherine Bassey, former Head of Staff Engagement and Innovation for UNISON, discusses the revival of trade union membership and the value that peer-to-peer learning and support can provide to trade union managers and leaders in how to grow and develop.

What is Employee Voice?

Employee voice exists, whether you recognise it or not. The only question is – "are you listening?"
Who are IPA?

The IPA is the UK's leading organisation delivering new ways of working based on employee participation, collaboration and trust.
Statutory Employee Consultation and the Role of the Employee Representative

Employment law requires organisations to collectively inform and consult with its employees in relation to certain proposed changes
Nita Clarke OBE

Nita Clarke OBE IPA Director
Working Well: Perspectives on Good Work and why it matters

To coincide with the government's response to the Taylor Review, the IPA have produced a report which draws together 16 expert perspectives.
Employee engagement

This training programme focuses around how to use the four key enablers of employee engagement.
What is Engagement?

Employee engagement is seen by a growing number of organisations as a key issue in measuring employee attitudes and establishing a strong employer brand.
Overview of services

Every workplace is different, so every project we undertake is individually developed by our professional and experienced team.
The real impact of the EU on UK employment law

The UK is set to have a referendum on 23 June on whether or not to remain a member of the European Union. In this article, Rachel Suff, Public Policy Advisor at CIPD discusses how ‘the world of work might be affected’ if the UK voted not to remain in the EU. She highlights that a large part of the UK employment law is derived from the EU and that a vote to leave the EU could allow the review or repeal of legislation that came out of EU directives.
It’s All About Inclusivity – But What Does It Really Mean?

In this article, Derek Luckhurst tackles some of the key questions around inclusivity at work. Can the language around diversity itself be a barrier to achieving an inclusive workforce? And, in the light of recent gender pay gap revelations, what are the unconscious attitudes and biases that need to be tackled in order to achieve gender pay equity?