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Why the School Survey matters

by Kate Nicholroy, Chair of Staff Committee 


 

When I started chairing Staff Committee (the committee that represents the voice of LBS staff) I was keen to find out about all of the mechanisms LBS employees have to get their voices heard, to raise issues, and give feedback on their experiences at the School.

I’ve worked in organisations where – to be frank – employee surveys have been a bit of a token effort, so I didn’t know what to expect from the London Business School Survey when I first completed it. I did some digging and found that, at LBS, it is taken seriously.

The School uses its bi-annual survey as a key tool to measure and improve employee engagement. It invests in an external specialist survey supplier to help design, administer and report back on the survey. This is great for several reasons. Firstly, the supplier ORC International is bound by the Market Research Society Code of Conduct, so it cannot not share any data with the School that would enable individuals to be identified. This means we can be totally honest and open in our responses and confident that our answers won’t be linked to us as individuals. Secondly, using an external supplier gives us access to benchmark data, so we can see how we are scoring against other institutions.

The last survey was carried out in 2015. While our engagement scores were significantly ahead of other institutions, the survey also highlighted specific areas for the School to act on around change, decision-making and collaboration. Teams and subject areas also founds themes specific to their areas – you can speak to your Staff Committee representative to find out more about what has happened in your area.

At a School level, in terms of what happened next, here are just a few examples:

  • The way Management Board and ExCo work together was revised to reduce complexity.
  • The School Plan is now shared annually so you can find out what both your department and other areas of the School are working on.
  • A Business Partner programme has also been designed to improve cross-departmental working across the School.
  • Our Change Network was set up to help us build change capability across the School in a collaborative way
  • A short animation was created to explain the committee structure and help people understand how we go about our business. View it here.

My point is – things that affect our working lives really do happen as a result of the survey, so it’s worth setting aside 15-20 minutes to complete it.

So, this is my message to you: The School Survey is due out on 13 March.  Your voice counts. Use it.