The results of the survey and interviews were analysed by O.C.Tanner. The insights gathered revealed four key themes:

  1. Many people are experiencing challenges in relation to wellbeing which puts them at risk of burnout
  2. Silos exist in the workplace causing points of tension and frustration and in some cases are getting in the way of effective working
  3. The organisation can feel rather comfortable and risk averse which can constrain our progress and ability to flex and innovate
  4. Empowerment is desired, yet ownership and decision rights are often unclear and inconsistent.

This page provides the headline results from the survey itself along with links to the more detailed results which breakdown into individual questions beneath the various themes as well as comparing results between various groups.

We have not shared the EDI related data here because some of the groups were relatively small in number. However, this information will be used to inform the EDI work being taken forward by the new EDI team in the People Directorate.

Overall Satisfaction

All things considered how would you rate your overall satisfaction with your current job?

Oxford Brookes: 65.2%   Benchmark: 68.9%

Talent Magnet summary

Each area has a range of questions relating to it that create an overall index (see results by question PDF). 

Purpose - OBU 61%, Benchmark 71%, Aspirational 87%
Opportunity - OBU 52%, Benchmark 65%, Aspirational 81%
Success- OBU 53%, Benchmark 67%, Aspirational 82%
Appreciation - OBU 54%, Benchmark 62%, Aspirational 78%
Wellbeing - OBU 57%, Benchmark 55%, Aspirational 75%
Leadership - OBU 58%, Benchmark 61%, Aspirational 80%

Employee engagement

Employee engagement is measured as an index across seven core dimensions. 

Engagement breakdown

Recommending the organisation to friends as a good place to work is the weakest dimension of engagement, with desire to be working for the organisation one year from now also showing significant weakness. All aspects show a high amount of neutrality. This presents OBU with an opportunity for improving employee connection to purpose, accomplishment, and each other.

Engagement breakdown
View Engagement breakdown results below

I have a strong desire to be working for my current employer one year from now.

Strongly agree 16%, Agree 36%, Neither agree nor disagree 27%, Disagree 13%, Strongly disagree 7%

I am willing to put in a great deal of effort beyond what is normally expected to help my organization succeed.

Strongly agree 23%, Agree 45%, Neither agree nor disagree 21%, Disagree 8%, Strongly disagree 2%

I am proud to tell others I work for my organization.

Strongly agree 17%, Agree 43%, Neither agree nor disagree 29%, Disagree 7%, Strongly disagree 3%

I would recommend my organization to a friend as a good place to work.

Strongly agree 13%, Agree 43%, Neither agree nor disagree 27%, Disagree 12%, Strongly disagree 4%

I understand how my unit/department contributes to the success of my organization.

Strongly agree 20%, Agree 53%, Neither agree nor disagree 17%, Disagree 7%, Strongly disagree 3%

I fully support the values for which my organization stands.

Strongly agree 18%, Agree 49%, Neither agree nor disagree 27%, Disagree 3%, Strongly disagree 2%

I am highly motivated to contribute to the success of the organization.

Strongly agree 22%, Agree 46%, Neither agree nor disagree 22%, Disagree 7%, Strongly disagree 2%

Engagement overall

Only 3% of OBU’s employee population is actively disengaged, although 15% score within the resistance category. However, only 20% of employees are actively engaged in the culture. More than half (61%) of employees at OBU fall in the neutral category, which presents a significant opportunity for potential engagement.

Engagement overall
View Engagement overall results below

Active disengagement: 3%, Resistance: 15%, Neutral: 61% and Active Engagement: 20%

Employee Net Promoter Score (NPS)

How likely are you to recommend the company you currently work for to others as a great place to work?

Employee Net Promoter Score overall

The net promoter score is an excellent measure of the strength of your culture. Organisations with high employee net promoter scores are more likely to attract top talent in the marketplace. The net promoter score for OBU is 22.3%, below the benchmark of 6%.

Employee Net Promoter Score overall - OBU is 22.3%, below the benchmark of 6%