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Your Headline
Results
Colleagues were asked ‘How likely would you be to recommend
Post Office as a place to work to a friend or relative?’ on a scale
of 0 to 10. Your eNPS (Employee Net Promoter) score is the
proportion of colleagues who are promoters (answered 9-10)
minus the proportion of colleagues who are detractors
(answered 0-6). Scores range from -100 to 100. A score greater
than zero is considered good.
eNPS Score for Your Team VY
eNPS
Score for
Post
_ Office
Overall
-25
Your engagement index an average of four questions measuring
different aspects of employee engagement: pride, advocacy,
belonging and motivation. For more information, click the arrow
beside the title below.
Engagement Index for your team @
Distribution vs. POL Overall vs. Pulse 2023 vs. 2022
0 -11 “1
Analysis was
conducted to
determine the
metrics that have the
biggest impact on
Engagement across
Post Office overall.
Improving these
scores is likely to
have a large impact
on the overall
employee experience
here. Your team’s
scares for the tan
Key Drivers of Engagement for Post Office Overall Y
Name
I see the Ways of Working being
demonstrated every day
I feel able to achieve my career
objectives at Post Office
The way Post Office does
business is always consistent with
our purpose, strategy and values
Distribution
vs. POL Overall
UK Norm
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vs. Pulse 2023
5
4
vs. 2022
+3
Eo
This section shows
two key metrics on
Ways of Working -
whether colleagues
see them
demonstrated in
their everyday
experience and
whether they see
them demonstrated
hy thse at the tan of
v
Name
I see the Ways of Working being
demonstrated every day
Senior Leaders Lead by Example
and behave in line with our Ways
of Working
Distribution
vs. POL Overall
UK Norm
vs. Pulse 2023
5
vs. 2022
+3
oe
Your Team's Highest Scores
Your three highest-scoring items, selected from a list of all the
items in the survey that were scored on an Strongly Agree -
Strongly Disagree 5-point scale.
Name
My line manager believes in
Diversity and Inclusion
I feel included in my team
My line manager does what they
can to drive the Equity Diversity
and Inclusion agenda
Distribution
vs. POL Overall
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Your Team's Lowest Scores
Your three lowest-scoring items, selected from a list of all the
items in the survey that were scored on an Strongly Agree -
Strongly Disagree 5-point scale.
Name
My line manager believes in
Diversity and Inclusion
I feel included in my team
My line manager does what they
can to drive the Equity Diversity
and Inclusion agenda
Distribution
vs. POL Overall
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Your Action Plan
This page is designed to help you with your action planning. It uses key driver analysis to show where your actions can have the highest impact.
Ca Below you will see your team’s lowest-scoring engagement drivers. These are selected from a list of metrics which have been identified as having an
impact of engagement across Post Office overall.
To start an action plan for a specific itern, select ‘Improve’. This will open up a dialogue box to confirm your choice. Select ‘Confirm’, then on the next
page, ‘View your action plan’. This will take you to a page with suggested actions to help you structure your planning, as well as the option to create
your own actions. Click here for additional guidance on how to use this page.
To visit the Action Planning Homepage and view all your action plans, select ‘Action Plans' on the toolbar above.
For Your Team ¥
Name Distribution vs. POL Overall UK Norm
I am provided with the freedom to make appropriate decisions
within my job
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Name Distribution vs. POL Overall UK Norm
pporiy lean rather than en opps 556 ETD °
opportunity to learn rather than an opp...
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Navigating the Dashboard
Use the toolbar on the left to view the
different dashboard pages.
Filtering
Use the hierarchy filter at the top of
the page to choose which team’s
results you would like to view. If you
only have permission to view results for
one team, this will already be selected
for you. You will not be able to select
any groups with fewer than 6 people in
them.
Anonymity
No scores are displayed if a question
has fewer than 6 responses. No open
text comments are displayed if there
are fewer than 20 responses. You will
not be able to select any filter values
that return a group of less than 6
respondents.
Understanding your scores
Most questions use a standard 5-point
Likert scale from ‘strongly disagree’ to
“strongly agree’. On your dashboard
you will see results displayed as:
Favourable: The percentage of
colleagues who selected ‘Strongly
agree’ or ‘Agree’.
Neutral: The percentage of colleagues
who selected ‘Neither agree nor
disagree’.
Unfavourable: The percentage of
colleagues who selected ‘Strongly
disagree’ or ‘Disagree’.
For other question formats, you will
see the percentage of colleagues who
selected each of the available options.
Any non-standard question formats are
explained on the pages where scores
are presented.
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Exporting your Dashboard
You can export your whole dashboard,
or just parts of it, to PDF using the
Export button at the top of the page.
The following configuration settings are
recommended if you wish to present
your results on a widescreen computer:
Filetype: PDF
No Page Breaks: Unticked
Paper size: A4
Orientation: Landscape
Margin: 0.25in
Zoom: 100%
Hide Filters: Ticked
Hide Header: Ticked
Hide Page List: Ticked
Exporting your comments
To export all your comments toa
spreadsheet, navigate to the ‘Open Text
Comments’ page. Open the ... menu in
the corner of the comments table and
select ‘Export’. Choose CSV, TSV or XLSX
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Engagement
On this page you will see your Engagement Index and the four questions which are combined to produce this Index. You will also see your eNPS score
and breakdown. To calculate this, colleagues were asked ‘How likely would you be to recommend Post Office as a place to work to a friend or relative?’
on a scale of 0 to 10. Your eNPS (Employee Net Promoter) score is the proportion of colleagues who are promoters (answered 9-10) minus the
proportion of colleagues who are detractors (answered 0-6). Scores range from -100 to 100. A score greater than zero is considered good.
Name Distribution vs. POL Overall UK Norm vs. Pulse 2023 vs. 2022
~ Engagement index 0 -14 “11 “11
I feel proud to work for Post Office 0 “31 -22 +25
I would recommend Post Office as a 0 16 rr 9
great place to work
I am motivated to do the best job I 0 #2 3 1
can at Post Office
I feel a strong sense of belonging to 0 22 9 9
Post Office
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eNPS Breakdown for your team eNPS Breakdown for yourteam ¥
v
a ? 5 22% 32% 47%
LEE o—=>*#=— OO
©@ Promoter (9-10) © Passive(7-8) @ Detractor (0-6)
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Below you will see your team broken down by how long they plan to stay at Post Office. Those who gave a response of 2 years or less were asked to
select up to three reasons they would consider leaving. Their responses are displayed below.
How long do you plan to stay at Post Office? ¥
58% 21% 14% 8%
@ Styears @ 3-Syears M@ 1-2years @ Underayear
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What are the main reasons you would consider leaving Post Office? YW
22%
18%
18% 18% 18%
ie 14%
13%
10%
I 10%
I don't feel confident Other Concems about Management / Lack of career I don't feel lamnot paid I wantto retire early I want to get Lack of work-life
in Post Office's Post Office’s culture leadership progression recognised / valued / enough / rewarded different balance
future behaviours opportunities appreciated well compared to ... experiences ...
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On this page you will see your Strategy & Leadership Index and the three questions which are combined to produce this Index.
Strategy & Leadership Index
44,
vs. POL Overall
0
v
Name Distribution vs.POL Overall UK Norm vs. Pulse 2023
I understand how my role
contributes to Post Office's 6496,
O -20 S
overall strategy as an 24%
organisation
I have confidence in the Senior
Leadership of Post Office ° oa a8
The senior leadership have
communicated a vision for 2025 0 30 .
and strategic priorities for Post
Offic...
vs. 2022
4
Ways of Working
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Colleagues were asked three questions about the Ways of Working and how they see these being demonstrated day-to-day. They were also asked to
v
Name
I see the Ways of Working being demonstrated
every day
The way Post Office does business is always
consistent with our purpose, strategy and values
Senior Leaders Lead by Example and behave in
line with our Ways of Working
Distribution
vs. POL Overall
UK Norm
select up to 10 words to describe the day-to-day culture at Post Office. The top 10 positive and negative words are shown on this page.
vs. Pulse 2023
vs. 2022
+3
2
=
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Please select up to 10 words that you think best describe the day-to-day culture at Post Office
40%
il I l
19% 22% 22% 23% I
17%
3%
=
8% 7% 7% 6% 6%
a a a = = 6 6S
8%
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apfuiuesy
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Ways of Working
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On this page you will see questions about day-do-day Ways of Working, including how colleagues feel about cross-team collaboration, accountability,
selections are shown below.
Name
I am provided with the freedom to make
appropriate decisions within my job
At Post Office, how we do things is as important
as what we do
Where I work people are held accountable for
their performance and behaviours
Most of the systems and processes support us
getting our work done effectively
Distribution
7
15%
28%
vs. POL Overall UK Norm vs. Pulse 2023
Oo -9 “
0 - 1
0 4 +4
0 2 g
empowerment and barriers to effectiveness. Those who answered negatively or neutrally to ‘Any major barriers at work are effectively managed in
order to allow me to do my job well’ were asked to select the barriers that exist that have an impact on their performance. Their most common
vs. 2022
+2
+5
Name
There is good teamwork and co-operation
between departments at Post Office
Post Office is investing in its people
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Distribution vs. POL Overall UK Norm vs. Pulse 2023 vs. 2022
Any major barriers at work are effectively managed in order to
A
Distribution vs. POL Overall UK Norm
What barriers exist that stop you from performing at your best?
5 9
42% 42% aon
32%
25% 24%
I I 21% 21%
The There's too Priorities are There arent Thereisn’t It’s difficult to My workload There's a
technology much —_—conflicting/-__ enough enough workand = istoohigh _ difficult
and IT... complexity... change colleagues communicatio collaborate working...
Equity, Diversity and Inclusion
This page includes questions about colleagues perceptions of Post Office's commitment towards Equity, Diversity and Inclusion.
Name
My line manager believes in Diversity and Inclusion
I feel included in my team
My line manager does what they can to drive the Equity Diversity
and Inclusion agenda
When I speak up at work my opinion is valued
Post Office is a diverse organisation to work in
Distribution
vs. POL Overall
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UK Norm
ai
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Name Distribution vs. POL Overall UK Norm
I feel like I can be my full self at work without the need to mask or
0 -12
downplay any aspects of my...
In the past 12 months, I have been the victim of an unwelcome 0 .
comment or conduct at Post Office,...
Post Office is genuinely making a positive effort and working 0
towards being a more inclusive work...
Post Office provides opportunities for people from diverse
6 0 5
backgrounds to thrive and succeed
Post Office has diverse representation of backgrounds and 0
identities across all levels in the org...
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~ Psychological safety index
Where I work, people can share
their opinions, ideas, feedback or
concerns without fear of negati...
Where I work, people are treated
fairly
I believe my views are genuinely
listened to when I share my opinion
Distribution
vs. POL Overall
UK Norm
+2
On this page you will see your Psychological Safety Index and the five questions which are combined to produce this Index.
vs. Pulse 2023
vs. 2022
a
4£
Name
~ Psychological safety index
Where I work, when mistakes
happen they are treated as an
opportunity to learn rather than an
opp...
Where I work, people are good at
learning from past experiences to
avoid repeating mistakes
Distribution
vs. POL Overall
UK Norm
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vs. Pulse 2023 vs. 2022
+9 *
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Wellbeing
On this page you will see questions relating to wellbeing, including working patterns and work-life balance and colleague strain.
Name Distribution vs. POL Overall UK Norm vs. Pulse 2023 vs. 2022
In the current environment, I feel able to
balance my work and personal life in a way aie 19% I 0 6 - 0
that works...
The following question uses a reversed scale. The green ‘favorable’ portion represents the proportion of colleagues who disagree with the statement,
and the red ‘unfavorable’ portion represents those who agree or strongly agree. The comparison to Post Office overall refers to percentage of
colleagues who answered favourably.
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Name Distribution vs. POL Overall UK Norm vs. Pulse 2023 vs. 2022
In the past few months, I've felt under 28% fae
0 é - +
constant strain at work 25% I 1 5
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Decision making
Colleagues were asked to rate a selection of statements on how much they think each influences decision making in your part of Post Office. Their
responses are shown below.
How much do you think each of the below statements influences decision-making by people in your part of Post Office? ¥
Avoiding behaviours that would jeopardise a reward
Avoiding behaviours that would jeopardise social standing with
colleagues
Doing what draws the least attention
Doing what has worked well in the past
Doing what is believed to be right
Doing what leaders would value most
Doing what other colleagues in the team would do
Following exactly what is outlined by our values, policies, systems
or processes
Taking the action which will result in the greatest financial reward
Taking the action which will result in the greatest personal
recognition
@ Always @ Frequently Sometimes ™ Rarely
22% 38%
13% 27%
12% 25%
Not at all
34%
34%
40%
34%
37%
46%
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16% 13%
I
16% 11%
PI
21% 14%
36% 5%
(am
23% 4%
=
36% % 4%
II
10% 5%
Sa
32% 6% 3%
II
14% 12%
17% 9%
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Colleagues were asked what their manager does well and what they'd like to see more of. On this page, you will see each behaviour ranked in order of
which behaviours the most colleagues would like to see more of. On this page you will also see another question about how recognised colleagues
feel.
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How can your line manager help you be your best in the current situation? VY
75% 11% 7% 3% 4%
Care about my wellbeing/ empathise with concerns itt}
74% 11% 7% 5% 3%
Have regular check-ins with me III
69% 15% 9% 3% 4%
Usten and act on my feedback is lll
68% 15% 8% 5% 4%
Ask team members for their opinions Ii a
61% 12% 5% 19% 4%
Help me prioritise my work iii a7
59% 18% 8% 12% 4%
Help me/my team to collaborate with teams across the business III] ] 000 7 7!
57% 15% 10% 14% 5%
Helps support my career development iI 77 a7
(© My manager already does this well My manager could do this alittle more @™@ My manager could do this alot more Not applicable @™ Prefer not to say
v
Name Distribution vs. POL Overall UK Norm vs. Pulse 2023 vs. 2022
Where I work, people are recognised for how 6.
- - +
they do things, as well as what they do 20% 8 2
Progression
& Recognition
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This page includes questions about how supported colleagues feel in improving their performance, accessing training and developing, and achieving
@) their career objectives.
v
Name
I have access to the training, learning and
development I need to do my job well
I regularly discuss my career development and
growth with my line manager and track progress
agai...
I feel able to achieve my career objectives at
Post Office
Post Office is investing in its people
Distribution
vs. POL Overall
UK Norm vs. Pulse 2023 vs. 2022
5 - +6
a 3 5
-11 4 +2
Leadership and Communications
v
Name
I feel confident that I can support Postmaster’s and
Partners to deliver for our customers.
Leaders in my part of the business genuinely seek to
hear colleagues’ suggestions and ideas
Internal communications provide two-way opportunities
for colleagues to have their say
Leaders in my part of the business care about providing
timely feedback that helps me grow
Distribution
vs. POL Overall
UK Norm
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This page includes questions about how effectively leaders communicate with and support colleagues. Below shows the results of colleague's top 3
suggestions on what leaders at Post Office could do better in order to improve communications.
vs. Pulse 2023
ay I
3
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Name Distribution vs. POL Overall UK Norm vs. Pulse 2023
honest
Thinking about internal communications from our leaders at Post Office, which of the following do you think we should be doing more of?
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v
18% 11% 7% 3% 3% 6% 3% 4% 18%
Ranked 1st a _ LO Ls
12% 11% 14% 8% 2% 9% 4% 4% 7% 20%
Raed 20 LA SL I Es
11% 11% 13% 9% 4% 4% 3% 10% 4% 5% 10% 16%
Ree Se LS SS ON i
© Two-way communications where colleagues discuss relevant issues with leaders New information on what's going on in the business
© Building trust and confidence in Post Office as an organisation ™@ Information that helps me do my job better
® Providing the customer point of view @ Providing the postmaster point of view
® Information that helps me talk to my team
Providing understanding of Post Office's strategy ™@ Making me feel like I can be myself at work @_ Making me feel part of something bigger
© Making me feel pride where I work @ Leaders demonstrating that they are listening to colleagues
Heatmaps
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This page shows a heatmap of all standard question scores. The percentages refer to the proportion of colleagues who responded ‘agree’ or ‘strongly
agree’ to the question.
How to use Heatmaps
Heatmaps contain two types of scores: Comparisons and Breakouts. Choose the fields you would like to see using the menus at the top of the heatmap.
The leftmost column of the heatmap always shows the Comparison score, which will by default be the score for POL overall. The rest of the columns
are the scores for every available field in your chosen Breakout. Data will update based on the filter selections at the top of the page.
Available Comparisons:
POL Overall - The score for everyone in Post Office
Your Team - The score for the team you are currently viewing,
including any filters you currently have applied
vs. UK Norm - The benchmark value for each question for
companies in the UK
vs. 2022 - The score from the Post Office 2022 Annual
Engagement Survey (please use hierarchy filter at the top of the
Page to see how your function performed in 2024 compared it's
2079 cenrecl
Available Breakouts:
Function - The scores for your
current filter selection split by
Function
One level below - The score for
every team that is one level below
the current selection in the
hierarchy filter
Age group - The scores for your
currant filter calectinn cnlit hv ace
Gender - The scores for your current filter
selection split by Gender
Grade - The scores for your current filter selection
split by Grade
Length of service (years) - The scores for your
current filter selection split by how long
colleagues have worked for Post Office
Permanent/Temporary - The scores for your
currant filter calectian enlit hy cantract tine
Breakouts are colour Key: =
coded based on their
distance from the 3
selected
Camnationn
v
Comparison: Breakout:
vs. POL Overall v I Function v I
Response Counts
> Engagement index
> Strategy & Leadership Index
> Psychological safety index
> EDI
> Leadership & Communications
In the past few months, I've felt under constant strain at
work
In the current environment, I feel able to balance my work
and personal life in a way that works...
I see the Ways of Working being demonstrated every day
Senior Leaders Lead by Example and behave in line with our
Ways of Working
The way Post Office does business is always consistent with
our purpose, strategy and values
I am provided with the freedom to make appropriate
decisions within my job
+9
29%
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Comparison: Breakout:
There is good teamwork and co-operation between
departments at Post Office
Where I work people are held accountable for their
performance and behaviours
At Post Office, how we do things is as important as what we
do
Any major barriers at work are effectively managed in order to
allow me to do my job well
Where I work, people are recognised for how they do things,
as well as what they do
I feel able to achieve my career objectives at Post Office
Ihave access to the training, leaming and development I
need to do my job well
Post Office inspires me to do the best work everyday
Post Office is investing in its people
Most of the systems and processes support us getting our
work done effectively
I regularly discuss my career development and growth with
my line manager and track progress agai...
63%
69%
59%
67%
49%
67%
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2
g
&
2
g
s Y
519
68% 659
53% 55°
38% 419
54%
55%
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This page shows a heatmap of all standard question scores. The percentages refer to the proportion of colleagues who responded ‘agree’ or ‘strongly
agree’ to the question.
How to use Heatmaps
Heatmaps contain two types of scores: Comparisons and Breakouts. Choose the fields you would like to see using the menus at the top of the heatmap.
The leftmost column of the heatmap always shows the Comparison score, which will by default be the score for POL overall. The rest of the columns.
are the scores for every available field in your chosen Breakout. Data will update based on the filter selections at the top of the page.
Available Comparisons: Available Breakouts:
POL Overall - The score for everyone in Post Office Function - The scores for your current filter selection split by Function
Your Team - The score for the team you are currently viewing,
including any filters you currently have applied
vs. UK Norm - The benchmark value for each question for
companies in the UK
vs. 2022 - The score from the Post Office 2022 Annual
Engagement Survey (please use hierarchy filter at the top of the
Page to see how your function performed in 2024 compared it's
2097 cenract
Breakouts are colour Key: =
coded based on their
distance from the 3 +9
selected
Famnationn
v
Comparison: Breakout:
vs. POL Overall v Function
Response Counts
> Engagement index
> Strategy & Leadership Index
> Psychological safety index
> EDI
> Leadership & Communications
In the past few months, I've felt under constant strain at
work
In the current environment, I feel able to balance my work
and personal life in a way that works...
I see the Ways of Working being demonstrated every day
Senior Leaders Lead by Example and behave in line with our
Ways of Working
The way Post Office does business is always consistent with
our purpose, strategy and values
I am provided with the freedom to make appropriate
decisions within my job
52%
29%
62%
53%
38%
42%
73%
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Comparison: Breakout:
Function
There is good teamwork and co-operation between
departments at Post Office
Where I work people are held accountable for their
performance and behaviours
At Post Office, how we do things is as important as what we
do
Any major barriers at work are effectively managed in order to
allow me to do my job well
Where I work, people are recognised for how they do things,
as well as what they do
I feel able to achieve my career objectives at Post Office
Ihave access to the training, leaming and development I
need to do my job well
Post Office inspires me to do the best work everyday
Post Office is investing in its people
Most of the systems and processes support us getting our
work done effectively
I regularly discuss my career development and growth with
my line manager and track progress agai..
63%
59%
67%
49%
67%
40%
52%
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STIP /LTIP
Metrics
This page shows all the metrics relevant for Short Term Incentive Planning.
Name Distribution
I am motivated to do the
best job I can at Post Office
Where I work, people are
treated fairly
Any major barriers at work
are effectively managed in
order to allow me to do my
job well
vs. POL
Overall
UK Norm
+12
vs. Pulse 202!
+12
Name Distribution
I have access to the training,
learning and development I
need to do my job well
I see the Ways of Working
being demonstrated every 53%
day
vs. POL
Overall
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UK Norm
vs. Pulse 202:
Name
I feel able to achieve my
career objectives at Post
Office
There is good teamwork
and co-operation between
departments at Post Office
Distribution
vs. POL
Overall
UK Norm
vs. Pulse 202:
-4
4
Name
Senior Leaders Lead by
Example and behave in line
with our Ways of Working.
I have confidence in the
Senior Leadership of Post
Office
The senior leadership have
communicated a vision for
2025 and strategic priorities
for Post Offic...
Distribution
vs. POL
Overall
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vs. Pulse 202:
5