Diagnostic Services

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 teleconference, 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

News in Brief End 2019

A summary of this month's employment news.
Wages and profits rise or fall, but shareholders always win

Luke Hildyard from the High Pay Centre discusses their latest research, looking at shareholder returns. They find a picture of consistently rising shareholder returns, a trend which seems to continue even amid falling corporate profits and flat or falling real wages at some companies - a clear warning sign for the UK's corproate ownership and governance regime.
Election Aftermath – Where next for UK employment regulation?

As the dust settles on the 2019 general election and the end of a year of unprecedented chaos and uncertainty, IPA's Patrick Brione looks ahead to 2020 and what the year may hold for the future of employment regulation in a post-Brexit world.
News in Brief October 2019

A summary of this month's employment news.

Employee voice

Employee voice exists, whether you recognise it or not. The only question is – "are you listening?" The benefits of employee voice for organisations are explained and alternative forms of voice structures explored in this article, which also includes a look at what makes a system of employee voice effective.
Who are IPA?

The IPA is the UK's leading organisation delivering new ways of working based on employee participation, collaboration and trust.
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 on what Good Work means in modern Britain, why it is important and how to bring it about.
Employee engagement

This training programme focuses around how to use the four key enablers of employee engagement - a strong strategic narrative, engaging managers, employee voice and integrity - to move from a purely transactional approach to engagement to a genuinely transformational one.
Overview of services

Every workplace is different, so every project we undertake is individually developed by our professional and experienced team, and delivered based on the needs and circumstances of the client.
Engagement

Employee engagement is seen by a growing number of organisations as a key issue in measuring employee attitudes, managing the behaviours of management, developing operational and human resource policies, and establishing a strong employer brand. Find out more about what engagement is, the four enablers of engagement, the work of Engage for Success and what the IPA can do to help your organisation boost the engagement of its employees.
Mind over Machines: New technology and employment relations

This report examines the relationship between the introduction of new technology into the workplace and employee wellbeing, autonomy, voice and engagement. IPA for Acas, 2017.
Working Well: preview of IPA publication on good work

On 8th February, IPA will be launching our report on Good Work, to coincide with the government's response to the Taylor Review. This publication draws together 16 expert perspectives on what good work means, why it matters and how to bring it about.
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.