Employee Engagement at the Ministry of Justice CIPD Leicestershire Branch 3rd December 2009

Ainsley Allen HR and Business Transformation Consultant

BEING ENGAGED CAN MEAN Able to influence things that affect the workplace

Being clear about role & purpose

Keen to take personal responsibility for personal targets

Getting involved in decision making

Being proud of contributions & service provided

Working closely with others

Eager to offer suggestions

Being taken seriously

Having lots of energy & enthusiasm

Enjoying the work

© Ainsley Allen Associates Ltd 2009

The Challenge! Recognise Celebrate Stimulate Equip Support

Illustrate Activate

Surround Make the ‘right behaviour’ easier and more appealing

Challenge Convert Isolate

Supporters Advocates “Let’s do it”

People who are looking for success and are prepared to drive it

“I’m behind you what do I do?”

People who are looking for success and are prepared to follow

© Ministry of Justice 2008

Agnostics “I just work here”

People who are keeping their heads down

Cynics “We’ve been here before”

People who are waiting for failure

Antagonists “Not for me”

People who don’t want it to work

Starting Point 3rd Largest Government Department - Formed from ex Home Office and former DCA 80,000 people £10 Billion budget 9 million+ Customers 900+ locations Over 40 different sets of T & Cs Challenging ER climate - (Pay strikes (PCS) and Lightning strikes (PoA) 20+ variations of established V & Bs © Ainsley Allen Associates Ltd 2009

Other Influencers •  •  •  •  •  •  •  • 

Sustainable budget reduction of £1 Billion Cabinet Office commitment to EE Changes in Board Members and Perm Sec Complete Organisational Review No corporate Values & Behaviours Negative perception of HR Performance measures inconsistent Previous surveys had little or no perceived impact

© Ainsley Allen Associates Ltd 2009

Journey Milestones Business Case shares value of engagement across MoJ at CMB Oct 2007

Kick-Off mtg establishes approach and sets up MoJ Steering & Working Groups Nov 2007

Employee Engagement Project Team Nov 2007

© Ministry of Justice 2007

Staff Engagement Survey (Conducted) Sept 2008

Support materials published Feb 2008

New Permanent Secretary Dec 2007

Theatre Forums Spring 2008

Staff Engagement Survey (Results and Into Action Workshops) Oct –Feb 2009

MoJ Employee Engagement Champions Network Sept & Dec 2008

Employee Engagement Transfer to BAU March 2009

“involving everyone”

Managers’ presentations on key topics Managers’ Support Materials Over 150 staff and managers contributed to the development and testing of these materials. © Ministry of Justice 2009

To encourage active debate about engaging employees within management and staff groups a series of short PowerPoint presentations (with brief presenter’s notes) were prepared on each of the key topic areas.

Engagement on stage forum •  In March over 100 people from the across the MoJ took part in “Peak Performance” – a theatre based learning activity on employee engagement. MoJ’s Tribunals Service has subsequently run two further events – using the same script. •  “This was an excellent event and is highly recommended especially in the current climate of organisational change. Very inspirational!”

85% of participants felt confident that they understood what employee engagement meant. © Ministry of Justice 2008

theatre

Champions Network •  •  •  •  • 

Officially launched 2 days before Survey Over 100 ‘Champions’ (now over 170) Personal investment Business investment Board investment

© Ministry of Justice 2008

MoJ Engagement Framework

© Ministry of Justice 2008

Engagement Survey •  Working Group (25+ members) •  TUS •  Communications (14 separate teams) •  IT (7 different secure platforms) •  1st Government Department to run Civil Service question set •  3-week ‘window’ •  Engagement Champions Network support •  Managers support materials (8 modules) •  Results back in 5 weeks •  Accessibility and transparency •  Increased response rate by 15% points © Ainsley Allen Associates Ltd 2009

Preparation - Into Action •  Trained 150+ Facilitators •  Released results ahead of Board deliberations •  TUS presentations of full results ahead of •  Manager’s guides for taking action •  Established links to Business planning cycle •  Mapped all survey questions to MoJ People Proposition framework © Ainsley Allen Associates Ltd 2009

Outcomes •  Over 600 facilitated workshops held (Into Action Workshops) •  Board held their own ½ day Into Action Workshop •  Action plans prepared, published and tied to the people aspects of business planning •  Ongoing publication of achievements •  Board activities increased in number and visibility •  Developed ‘line of sight objective setting •  Integrated EE aspects in all ‘JusticeAcademy’ e-learning and delivered training •  Positive proof that improved EE gives better business performance •  MoJ heralded as Best in Class and Good Practice in MacLeod Review •  Cabinet Office used MoJ Model to framework the Civil Service Survey © Ainsley Allen Associates Ltd 2009

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