1. Leading the Workforce
of the Future
Ben Page
Chief E
Chi f Executive, I
ti Ipsos MORI
ben.page@ipsos.com

2. How trusted are we?
Q. “For each, would you tell me whether you generally trust them to tell the truth
or not?”
% Not trust % Trust
Doctors 8 88
Teachers 12 81
Professors 11110 74
Judges 17 72
Scientists 17 71
Clergyman/Priests 20 68
The Police 27 63
Television News Readers 26 62
Social workers 25 60
The ordinary man/woman in 25 55
Civil Servants 34 47
Managers i th NHS
M in the 45 40
Pollsters 37 39
Trade Union officials 46 34
Local councillors 57 31
Business Leaders 55 29
Bankers 62 29
Managers in local government 57 26
Journalists 70 19
Government Ministers 74 17
Politicians generally 80 14
Base: 1,026 United Kingdom adults aged 15+, 10-16 June 2011 Source: Ipsos MORI/BMA

3. Challenges are
immense –
but some will do
better than others

4. Top performers rated best places for staff
Q I am now going to ask you to rate [Authority name] as a place to work
compared with other organisations? Would you rate it as…?
% Above average % Average % Below average
Excellent 68 27 1
Good
G d 55 31 10
Fair 55 29 8
Weak 39 38 14
Poor 20 45 24
Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

5. Job satisfaction is higher in better performers
% very satisfied with their present job
33% 33%
30% 30%
23%
18%
Overall Excellent Good Fair Weak Poor
Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

6. But views on pay are similar everywhere
% strongly agree that my pay is fair
20%
19%
%
18%
17%
15%
14%
Overall Excellent Good Fair Weak Poor
Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

7. Too much bureaucracy everywhere!
% strongly agree there is too much bureaucracy
35% 34%
31%
28% 29%
26%
Overall Excellent Good Fair Weak Poor
Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

8. Nice people, interesting work - everywhere
% very satisfied with job factors
Excellent Good Fair Weak Poor
77%
82%
Friendliness of
62%
colleagues
81%
74%
%
57%
53%
Interesting work 52%
51%
54%
46%
46%
Working hours 47%
57%
49%
Base: 1000 staff interviewed by phone - July/August 2003

9. So what is different
in the most
effective??

10. What seems to distinguish excellent
performers is performance management and listening to staff
% very satisfied with job factors
Excellent Good Fair Weak Poor
62%
47%
Input into job plans 42%
45%
3 %
32%
61%
Opportunity to 59%
show initiative
h i iti ti 44%
42%
39%
46%
34%
Feedback on your
performance 22%
25%
27%
Base: 1000 staff interviewed by phone - July/August 2003

11. Staff feel they are kept better informed in
the best…
% strongly agree
31%
28%
20%
12% 13%
6%
Overall Excellent Good Fair Weak Poor
Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

12. The importance of
narrative….

13. Best have more internal cohesion overall
% Strongly agree
gy g
I understand my organisation’s I understand my unit’s overall
overall objectives objectives
77%
64% 65% 65% 65%
57%
41%
37% 38%
26%
Excellent Good Fair Weak Poor Excellent Good Fair Weak Poor
Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

14. Excellent-rated Hospitals are better at
delivering the Factors that matter
% Agreeing that
Excellent 56%
I understand my Good 52%
role and how it fits Fair
F i
into the bigger 47%
picture Weak 34%
Excellent 38%
Senior managers
Good 35%
care about me and
my work Fair 32%
Weak 28%
Excellent 59%
I am able to realise
bl t li Good
54%
my potential Fair 53%
Weak 43%

15. Senior managers matter….
% Disagree
I have confidence in the senior Senior management have a clear
management team vision of where the organisation
is going
33% 32%
%
31% 30% 31%
28%
24%
18%
10%
5%
Excellent Good Fair Weak Poor Excellent Good Fair Weak Poor
Base: All respondents (1,1000). Fieldwork: 12th – 27th May 2005

16. Some conclusions
Your behaviour matters more than
money…
money
More “unknown unknowns ?
unknown unknowns”?
Want reassurance and information….
information
More pressure
Enjoy the rest of 2011
– it will get worse before it gets better

17. ben.page@ipsos.com
ben page@ipsos com