2025 Pulse Surveys - results

Thank you to those who completed the April staff check-in.

1,633 employees responded. The directorate-level breakdown is as follow:

• Adults - 409 responses
• Education and Children's Services - 490 responses
• Growth, Environment, Transport & Health - 359 responses
• Resources - 375 responses

Here's what you told us:

Most respondents are having Performance Engagement meetings with their manager at some point during the year

• 47% responded 'regularly (every 3-4months)'
• 28% are having the 'infrequently (once/twice a year)'
• 25% responded 'never'

 

The majority of respondents are having regular 1-1 meetings with their manager

• 65% responded either weekly, fortnightly, monthly or every 6 weeks
• 22% responded 'quarterly (every 3-4 months)'
• 13% responded 'never'

When asked about the topics discussed with their manager in either of these meetings, there was high uptake for most options.

The top 3 highest selected were 'My wellbeing' (1,153 – 71%), 'If my workload is achievable' (1,057 – 65%) and 'If I am clear on my work and expectations' (1,025 – 63%).

• 235 respondents (14%) selected 'none of the above'
• 136 respondents (8%) selected 'none of the above' due to never having Performance Engagement or 1-1s
• 282 respondents (17%) who are having Performance Engagement and 1-1 meetings at some point, said all 8 of these topics were discussed. 

67% of respondents have had a LBA request sent to them by their manager.

• However, of those that did, 82% of respondents said their manager has not shared/discussed these results with them.

When asked if their line manager and other senior leaders are accessible to them should they need them, the results were overall positive.

• 90.6% of respondents agreed or strongly agreed that their line manager is accessible to them should they need them.
• 73.7% of respondents agreed or strongly agreed that other more senior managers are accessible to them should they need them.

We are glad to see a slight increase in participation following the first January staff check-in. It is positive that many of you received a request to provide feedback for your manager through the Leadership Behaviours Assessment and that the majority of you feel that managers in our organisation are accessible to you should you need them.

We also recognise that there is some work to do based on this feedback. The feedback on managers sharing their LBA results with their staff has been acknowledged and will feed into the planning for the next feedback cycle in September. We also recognise the need for consistency and quality interactions in Performance Engagement and 1-1 meetings with our managers and there is ongoing work around our appraisal process.

 Keep an eye out for another short staff check-in coming soon!

Thank you to those who completed the first staff check-in.

1,571 employees responded. The directorate-level breakdown is as follows:

• Adults - 403 responses
• ECS - 419 responses
• GETH - 283 responses
• Resources - 466 responses

Here's what you told us:

• The majority of respondents (59%) were feeling either fairly or very optimistic about working for Lancashire County Council over the next 12 months.
• We asked if your service-level results from the 2024 staff survey had been made available to you.
• 76% responded that yes, they have been.
• Four key priorities were agreed following the results of the 2024 staff survey, they were Pay and Workload, Leadership Effectiveness, Change Management and Involvement and Bullying, Harassment and Abuse. We asked staff if they were aware of these four priorities.
• 65% of respondents answered yes, they did have an awareness. 
• Finally, we asked if staff were aware of any actions being taken in response to these four priorities at a service-level, directorate-level or at an organisation-wide level.
• The majority of respondents (64%) were not aware of any actions being taken at any level.

We are glad to hear that many of those who participated in the check-in are feeling generally optimistic about working for Lancashire County Council over the next 12 months and that there is a good awareness of service-level results and of the four key priorities that were agreed upon following the 2024 annual survey.

Based on the feedback, we have recognised that there was more work to do to ensure that both the survey results and actions that are on-going to make improvements across the organisation in relation to the four key priorities, needed to be better shared and communicated. We would therefore like to share an overview of agreed actions which all directorates have contributed to respond to the four key priorities that were agreed following the 2024 staff survey, which you can find here.

Summary of actions