In these times of significant change, both communication and engagement are important. I hope the various blog posts are helpful in term of keeping everyone informed.
We’re certainly seeing lots of staff engagement at the moment. Whether its staff engaging in the design of the new behaviour framework, putting cost saving ideas forward for the budget or being involved in one of the many transformation projects – it’s fantastic to see. By being involved and engaged, I believe it will increase our sense of control as we continue through our change journey.
Understandably some colleagues may be questioning the need for and value of a new behaviour framework. There’s plenty of evidence that shows that most transformation efforts fail because the organisations have not aligned the organisational culture to the hopes and ambitions of the transformation programmes.
Our transformation programme, has identified seven capabilities that we need to build across the organisation if we are to fully realise the benefits of the target operating model.
The draft behaviour framework is deliberately aligned to these seven organisational capabilities. Work is already underway on developing a capability framework for us as staff and, again, this is being aligned completely to the seven organisational capabilities.
So the work on the behaviour framework is a deliberate attempt to try and influence the culture of our organisation. The alignment between our culture and our transformation, will increase our chances of success in ensuring we are a council fit for the 21st century, living within the financial means afforded to us.
I’d like to take the opportunity to thank everyone who has shaped the behaviour framework and we’ll certainly be presenting your views to the staff governance committee in March when we ask members for their approval.
Once approved, the behaviour framework will then be a feature of everyone’s personal objectives and performance appraisals. It will be down to us to live up to the principles we adopt.
I regularly read the ideas put forward by staff on the Ideas Hub and there’s certainly no shortage of them. It’s a great platform and if you haven’t tried it out, I’d encourage you to do so – whether that’s by sharing your own idea or simply liking someone else’s suggestion. Give it a go!
I’ve been reading closely the thread of comments on the Star Awards. I hope the concerns about wasting public resource have been allayed by the confirmation that the event is sponsored.
In my mind, the team of volunteers who drive the star awards are incredibly selfless and are entirely motivated by the act of recognising the contribution our colleagues make to the city. These colleagues are continuing to deliver their formal day jobs and have volunteered their own time to deliver the awards. I’m sure the comments are not intended to sound ungrateful for the commitment these volunteers continue to show and I’d like to repeat my previous thanks to all those colleagues, past and present, who have supported the event.
Having said that, I do have some sympathy with the comments being expressed by colleagues. In these challenging financial times, particularly when we are having to reduce our workforce, I can see why colleagues might be nervous about the appropriateness of and perceptions of us celebrating.
Given the long term financial outlook our sector faces however, if we align our choices about championing staff success to our financial fortunes, we may never be in the position to celebrate. That sits uncomfortably with me personally but also flies in the face of what staff have said in response to the staff surveys of 2014, 2016 and the current engagement on the behaviour principles – where there has been a resounding message about recognising and appreciating staff.
We must not allow ourselves as a workforce to be defined entirely by our continuing financial pressures or challenges, but instead to be defined by how we are continuing to deliver services within this context.
I think it’s important that we all feel responsible for each other’s success and that we want to be a part of celebrating those achievements. This sense of shared responsibility for the good work we do is critical to creating the culture we need in order to be successful as an organisation.
It is important to hear the views of all those who wish to share an opinion because, of course, there may be different ways to support each other’s success and to celebrate it. It takes courage to express views in the way colleagues have on this matter, so thank you for doing that. Both disagreement and agreement represent engagement and I appreciate the contributions.
This is an important issue that we need to navigate together. So I’d like to offer to meet a range of colleagues with different views on the star awards and let’s see what, together, we can agree are ways to support, encourage and celebrate each others success. I’d also like to invite our trade union colleagues to participate in the discussion.
I know the challenge many will face in engaging in a face to face conversation due to work patterns, so I’ll ask Isla Newcombe (Chief Officer for People and Organisation) to arrange a selection of different sessions as well as an online way to engage in discussing a range of alternatives. Details will follow and I look forward to reporting back on the next steps.