Facts, figures and visuals on employee and manager experiences

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Key findings

The key findings are for the Victorian public sector.

Positive views of respondents show:

  • 84% feel their direct manager demonstrates leadership
  • 84% feel they do meaningful work
  • 77% feel they have job enrichment, characterised by role autonomy, authority, clarity, and their ability to apply skills
  • 70% feel supported by their direct manager
  • 67% feel ‘safe to speak up’ in their organisation
  • 53% feel their organisation supports learning and development
  • 53% feel their workload is appropriate.

Manager leadership in 2019 and 2021

This graph shows the percentage of respondents who agree their direct manager demonstrates leadership and fosters an environment for engagement.

Great managers can act as role models for an organisation’s strategy and values.

The results combine agree and strongly agree answers to these statements:

  • My manager treats employees with dignity and respect.
  • My manager models my organisation’s values.
  • My manager demonstrates honesty and integrity.
  • My manager is committed to workplace safety.
  • My manager works effectively with people from diverse backgrounds.
  • My manager ensures clients receive a high standard of service.

Manager support in 2019 and 2021

This graph shows the percentage of respondents who feel supported by their direct manager.

Supportive managers can give employees clarity, appreciation, positive feedback and coaching.

This can lead to higher satisfaction, performance and capacity to do work.

The results combine agree and strongly agree answers to these statements:

  • I receive adequate recognition for my contributions and accomplishments.
  • My manager involves me in decisions about my work.
  • My manager listens to what I have to say.
  • My manager keeps me informed about what’s going on.
  • My manager encourages and supports my participation in learning and development opportunities.
  • My manager has regular conversations with me about my learning and development.
  • My manager provides me with enough support when I need it.
  • My manager provides feedback to me in a way that helps me improve my performance.
  • I would be confident in approaching my manager to discuss concerns and grievances.

Workload in 2019 and 2021

This graph shows the percentage of respondents who agree they have an appropriate workload and have enough time to do their job.

Workload and time pressure are the most prominent causes of work-related stress.

The results combine agree and strongly agree answers to these statements:

  • The workload I have is appropriate for the job that I do.
  • I have enough time to do my job effectively.

Learning and development in 2021

This graph shows the percentage of respondents who agree their organisation supports them to learn and grow in their careers.

Good learning and career development can build engagement, efficiency and capability in organisations. It may also help with succession and employee retention.

The results combine agree and strongly agree answers to these statements:

  • I am developing and learning in my role.
  • In the last 12 months I have learned skills that have helped me do my job better.
  • I am satisfied with the way my learning and development needs have been addressed in the last 12 months.
  • I feel I have an equal chance at promotion in my organisation.
  • My organisation places a high priority on the learning and development of staff.
  • I am satisfied with the availability of opportunities to move between roles within my organisation (e.g. temporary or permanent transfers).
  • I am satisfied with the availability of opportunities to take up roles in other organisations (e.g. temporary or permanent transfers or secondments).
  • There are adequate opportunities for me to develop skills and experience in my organisation.

Job enrichment in 2019 and 2021

This graph shows the percentage of respondents who agree they understand:

  • their role
  • how their role fits in the organisation
  • if they’re fulfilling their capacity in their role.

Job enrichment measures if an employee’s work expectations are being met.  It’s an important driver of employee engagement and workplace wellbeing.

The results combine agree and strongly agree answers to these statements:

  • I have the authority to do my job effectively.
  • I have a choice in deciding how I do my work.
  • My work performance is assessed against clear criteria.
  • I clearly understand what I am expected to do in this job.
  • I understand how my job contributes to my organisation’s purpose.
  • I understand how the Charter of Human Rights and Responsibilities applies to my work.
  • My job allows me to utilise my skills, knowledge and abilities.

Meaningful work in 2021

This graph shows the percentage of respondents who agree their work contributions are worthwhile and important.

Meaningful work supports employee engagement, satisfaction and wellbeing.

Employees who feel their work is meaningful can help achieve individual, team and organisational outcomes.

The results combine agree and strongly agree answers to these statements:

  • I am achieving something important through my work.
  • I feel that I can make a worthwhile contribution at work.

Safe to speak up in 2021

This graph shows the percentage of respondents who:

  • feel safe in their work group
  • feel confident to raise mistakes, concerns and poor behaviour without fear of retribution.

Organisations with psychologically safe cultures empower employees to:

  • report integrity issues
  • report and respond to negative behaviour
  • remedy mistakes
  • improve performance.

The results combine agree and strongly agree answers to these statements:

  • I am confident that I would be protected from reprisal for reporting improper conduct.
  • I am confident that if I raised a grievance in my organisation, it would be investigated in a thorough and objective manner.
  • I feel safe to challenge inappropriate behaviour at work.
  • People in my workgroup are able to bring up problems and tough issues.

The results combine disagree and strongly disagree answers to these statements:

  • People in my workgroup often reject others for being different.
  • If I make a mistake in my workgroup, it is often held against me.