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Organisational pulse
Survey Results
November 2023
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Methodology
Surveys were conducted over 3 waves Lr Bt SAT ce a
between 21% August and 23™ October.
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Interpreting the data in this report
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Comparisons Results are compared to those from 2022 and to the UK Norm, a benchmark made up of responses to
comparable questions in other companies across industries in the UK. Where applicable, 2022 data has been recut to reflect the
2023 population makeup. Populations which have changed constitution since 2022 are summarised below: Retail: recut to
include Customer Experience Commercial: recut to exclude Customer Experience and include POMS Legal, Compliance and
Governance: recut to exclude Historical Matters, which now maps to Public Inquiry and Remediation Unit
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Key stories
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Executive summary
Motivation improves while
pride declines
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Engagement Index remains stable at the overall level, but experiences
vary across the business
Engagement Index
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Key fact 15pts ahead of benchmark on colleague motivation to do their best
What you should know
* Colleague motivation is high and rising, outdistancing the UK Norm by a large margin.
+ Advocacy has also grown since 2022, but pride is falling and now trails the benchmark by 9pts.
+ Only three in five say they feel a strong sense of belonging (-13pts vs. UK Norm).
* Double-digit declines in engagement find People and Legal, Compliance and Governance least engaged (55% and 59%
respectively).
+ Engagement falls among middle grades, most notably Band 4 (-9pts vs. 2022).
What you should consider
+ High motivation suggests that colleagues are committed and feel compelled to do their best. However, if pride continues to
decline and a sense of belonging remains scarce, motivation may be at risk of falling in tandem.
+ Explore what is driving the notable decline in engagement among Band 4 colleagues. Is this ‘squeezed middle’ struggling to
balance asks from below with those from above?
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Progression on Annual Survey 2022 commitments
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Annual Survey 2022 commitments:
comparison to Post Office overall, by department
Functions compared to Post Office overall
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What do we need from you?
+ Share the engagement survey result with your teams
+ Focus on open and honest Two-Way Communication
+ Review Functional Action plans
+ Celebrate Ways of Working
+ Ensure Career Development Conversations feature
during performance reviews
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Appendix
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Confidence in senior leaders and perceptions of their
role-modelling are lowest-scoring engagement drivers
Career development opportunities and confidence in senior leader remain key focus areas.
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‘What you should consider
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Perceptions of accountability improve, but trust
lags behind the benchmark across the board
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Integrity in communication and role-modelling behaviours
are key to building confidence in senior leaders
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Open and honest communications that promote two-way
dialogue support positive perceptions of senior leaders
nave the least positivity ofthis theme
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Opportunity to boost positivity on senior
leaders leading by example
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More transparent and frequent communications
are the biggest asks of senior leaders
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Large minority unconvinced they can achieve
their career goals at Post Office
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