Our aim is that throughout the organisation our colleagues work in an environment where they feel able to share their views, opinions, concerns and suggestions. They are involved, listened to and contribute suggestions which are central to solutions.
Employee survey
One of our main mechanisms for “employee voice” is our annual employee survey which runs throughout June every year.
The more colleagues that participate in our employee survey, the better we are able to understand how colleagues are feeling about working here and also identify the key areas we should be focusing on, both as an organisation and at the local team level.
Taking action after the 2025 employee survey results
Once the results of the survey have been shared across the council, we take action at both an organisation and local level to drive improvement based on the feedback received:
At a local level
You should have been involved in developing a local action plan with your manager to address some of the issues raised at a local level. This should be something personal to your team.
These are your plans. Remember to review them regularly throughout the year and ensure action is taken!
email: employee.engagement@derbyshire.gov.uk
At an organisation level lowest 4 scoring questions
Focus groups were held throughout October and November with our Volunteer Engagement Network and 'Subject Matter Experts'. They helped identify activities to make positive improvements in the lowest 4 scoring areas of the survey, which will be included in our longer-term approach to drive engagement across the council:
Lowest scoring survey questions
I am reward fairly
Identified improvement activities
We’ll better promote our benefits to current and perspective colleagues. We’ll also explain why our electric and hybrid vehicle salary sacrifice scheme (EHV) is only available to colleagues above a certain salary.
We’ll regularly review our benefit offering so all colleagues have access to a range of benefits that best suit their circumstances.
Lowest scoring survey questions
I am valued and recogninised
Identified improvement activities
We’ll update and regularly share our recognition toolkit to encourage more individual and team recognition from peers and managers. We’ll also embed it into our leadership induction and incorporate it into our 1-1 and PDR processes to ensure recognition and feedback remains a priority.
In addition, we’ll remind managers about the value of recognising long service, as we know how much this means to you.
Lowest scoring survey questions
I am involved in decisions that affect me and my work
Identified improvement activities
We’ll ensure all leaders really see the importance of involving you in decisions within their remit by incorporating this into our leadership development offer. We’ll also highlight the importance of clearly explaining why certain decisions are outside of our control.
We’ll also develop a decision-making/empowerment activity in our team building toolkit to encourage more open discussions.
Lowest scoring survey questions
I believe my wellbeing is important to the organisation
Identified improvement activities
We’ll regularly communicate our wellbeing offer in different ways, so more colleagues see it, as well as sharing it on a single page, making it easier to understand.
You’ve told us our 1-1 template supports great wellbeing conversations, so we’ll further embed this to ensure they’re taking place more consistently across the council.
Verbatim comment themes
As well as sharing the free text comments from the survey with leaders (where there were at least 10 comments), they were grouped into key themes and shared with ‘Subject Matter Experts’ from each theme area, to review and take action.
Video updates on each key theme were provided in December:
Wellbeing - Jerry Sanderson, head of health, safety and wellbeing's feedback following the 2025 employee survey.
Digital - Nikki Swift, digital adoption lead's feedback following the 2025 employee survey.
Pay and Reward - Lee Gregory, head of pay and reward feedback following the 2025 employee survey.
Learning and Development - Rebecca McDermott, head of learning and development's feedback following 2025 employee survey.
Management and Leadership - Aaron Coulson, Organisation Development Manager's feedback from 2025 employee survey
Communication - Janet Scholes, director of property's feedback following the 2025 employee survey.
Recruitment - Chris O'Brien, recruitment manager's feedback from 2025 employee survey