Walsall Council Employee Survey 2021

The corporate Employee Survey 2021 took place between 11 October and 8 November.

The survey result helped the senior leadership team understand how employees feel about working for Walsall Council, the council’s strengths as an employer and where there is room to improve.

Responses

44% of employees (1,336 people) responded to the survey. With our survey partner MEL Research donating 50p for every completed survey to charity, raising £668 for Acorns Childrens Hospice Walsall.

Employee survey 2021 results

The findings of the survey, along with results from the survey of agency, casual and contracted staff conducted in early 2022, were used to develop a range of priorities and will also be used to inform our refreshed workforce strategy (see outcomes and key activities below).

The initial report from the 2021 employee survey summarises results at organisation level. Directorate level analysis is available as follows:

• Adult Social Care, Public Health and Hub
• Childrens and Customer
• Economy and Environment
• Resources and Transformation

Follow up employee engagement phase

To provide a more in depth understanding of views, and building on the results of the survey, a subsequent period of staff engagement took place in January 2022. Five virtual staff focus groups (discussion groups of around 10 people) were held. The groups were facilitated by MEL research, with 50 people participating.

• Management & Organisational Change
• Wellbeing, Health & Safety
• Equality & Diversity and Discrimination, Bullying & Harassment 
• Working at Walsall Council
• Communication, Information and Customer Delivery

Read the report of findings from the focus group discussions.

Outcomes and key activities 2022 – 2024

The results of the surveys and focus groups were used to develop a set of actions which included 5 priority areas:

1. Establish consistent messaging for all urgent and important council information
2. Develop an overarching approach to Talent Management 
3. Undertake a full pay and grading review
4. Promote working for the council underpinned by a desire to better reflect the communities we serve 
5. Create opportunities and platforms for the workforce to be able put their voices across on issues that are important to them and will lead to better outcomes 

The detailed action plan of key outcomes and activities was used to assist in the development of the Corporate Workforce Strategy 2022/25.

Contact us: EmployeeSurvey@walsall.gov.uk