Staff survey 2025

Staff survey headlines

Thank you to everyone who took part in this year’s staff survey. We had a 40% response rate, (5,449 employees) and your feedback is invaluable in helping us understand what’s working well and where we need to improve.

What you told us we’re doing well

The results show that many of you feel positive about key aspects of working at the council. The most highly rated areas include:

  • Respect and support: 91% of respondents agreed their manager shows respect for others, and 89% said their manager works well with others to achieve team goals.
  • Clarity and wellbeing: Nearly 88% know how to access support if needed, feel accepted at work, and are clear on their objectives.
  • Job satisfaction: 87% enjoy their job, and many value the benefits and flexibility offered.

Free-text comments reinforced these findings, highlighting a strong culture of teamwork and supportive management, pride in delivering high-quality public services, and appreciation for flexible working arrangements that support wellbeing and productivity. Many of you also praised improvements in communication and engagement, as well as opportunities for training and development.

Where we need to improve

The survey also identified areas that need attention. The most negatively rated questions focused on:

  • Change management: Almost 60% disagreed that change is well managed, and over half felt they are not involved in changes that affect their work.
  • Pay and recognition: 52% disagreed that pay is fair for the work they do.
  • Influence and voice: Many doubt whether survey results will influence decisions, and stress levels remain a concern, with 43% saying stress negatively impacts their work.
  • Leadership engagement: Staff want leaders to be more visible, listen more, and seek feedback to improve.

Comments echoed these concerns, calling for clearer communication during change, fairer pay and grading, better workload management, and stronger career development pathways. There were also requests for improvements in office facilities, IT systems, and a renewed focus on equality, diversity, and inclusion.

Additionally, there has been no real change with regards to responses to employees experiencing Bullying Harassment and Abuse in the last 12 months from public/customers, managers or colleagues.  ELT recently considered a paper on this issue and a number of actions in response to staff feedback will be forthcoming in the next few weeks and months.

What happens next

Senior leaders are reviewing these findings and working on a set of commitments to respond to your feedback. These will focus on addressing the challenges you’ve raised and using your insights to drive improvement. More information will be shared soon, and we’ll continue to keep you updated as actions progress.

Thank you again for taking the time to share your views – they make a real difference.

Printable version for briefing staff