Case Study
Brunelcare's strategic approach to employee feedback led to significant improvements in engagement and retention
From High Turnover to High Engagement
Brunelcare faced high turnover and low engagement. By implementing a data-led people strategy and securing leadership buy-in, they transformed their workplace culture.
Objectives
- Increase employee engagement
- Reduce turnover rates
- Secure leadership and trustee buy-in on impactful actions
- Implement a data-driven people strategy
Solution
Brunelcare launched a comprehensive people strategy, informed by the 2022 employee survey results which demonstrated to the senior team what the areas of focus should be.
They focused on securing leadership buy-in and addressing key areas identified through data. Initiatives included committing to the real living wage, introducing a health plan, and rolling out an internal agency solution.
In 2024, another employee survey was conducted to assess how the Brunelcare people strategy had moved the needle on engagement, perceptions of reward, and other key metrics.
The Agenda and Brunelcare team co-designed the survey to ensure that it was tailored to the organisation’s specific needs, including both standard benchmarking questions and organization-specific questions.
“The partnership with Agenda meant that the survey provided meaningful employee feedback, enabling us to measure the impact of our people strategy effectively. The Agenda team was highly responsive, offering practical support and guidance throughout.” – Brian Whittaker, HR & OD Director
The survey results provided invaluable data to secure leadership buy-in and demonstrate the impact of our people strategy. A data-led people strategy is not a cost; it’s an investment that pays off in real business benefits. Working with Agenda felt like a true partnership, and their support was instrumental in our success.
Outcome
- Turnover reduced by 15%
- Engagement rate increased to 84%
- Vacancies dropped from 150 to 14
The attitude towards surveys and the appetite for providing feedback improved significantly among staff at Brunelcare. In 2022, there was a perception that surveys were just a tick-box exercise. However, by 2024, employees saw that their feedback led to real action, increasing their willingness to participate. Innovative methods like QR codes on posters, site bonuses, and friendly competition among managers helped boost response rates and engagement.
The impact of having lower turnover and fewer vacancies has been profound for Brunelcare. The HR team can now spend more time nurturing and developing existing employees rather than constantly interviewing and recruiting. This shift has allowed for more focus on employee development, contributing to a more stable and productive workforce.
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