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Taking action on Staff Survey issues

11 Apr 2017

Focus on: Manchester Museum and Whitworth Gallery

Your voice

Since the last Staff Survey in 2015, staff at the Manchester Museum and the Whitworth, have been tracking progress and actions taken to address issues raised.

Key areas of concern included having a suitable and comfortable working environment, coping with change and conflicting demands on staff time, raising awareness around recruitment and bullying and harassment, and being assured that action would be taken as a result of the survey.

These are the ways in which the Museum and Gallery have responded to the concerns identified:

Working environment

  • Existing all staff sessions were used as a forum to generate ideas for improvements for general staff facilities and office spaces, enabling the Buildings & Operations Manger to draw up timetables to carry out this work
  • At the Museum enhancements have been made to office accommodation for six teams throughout 2016
  • Rooms previously used for office accommodation at the Museum have now been set aside to provide a large meeting room, and a smaller room for 1:1 private conversations
  • Staff consultation will be an opportunity to include a ‘lessons learnt’ session regarding temporary office accommodation during the Museum’s forthcoming Courtyard Project
  • Regular, two weekly meetings have been set up between UoM Estates and the Gallery Buildings & Operations team, to improve communication and track and monitor Helpdesk maintenance jobs
  • Work to office accommodation at the Whitworth, including installation of windows in a key basement office, and refurbishment of elements of the historic building fabric is on going and due for completion in 2017

Conflicting demands on staff time

  • Concerns around demands on staff time, and stress at work raised as an agenda item in Gallery Leadership Team meetings
  • An all staff feedback session was held at the Gallery All Staff Day to discuss issues
  • Gallery staff are encouraged to undertake Time Management training
  • Commitment by LT and senior managers to continue to advocate for and support active wellbeing and stress management for staff, and included in staff P&DR discussions
  • A member of the joint Museum and Gallery Leadership Team now sits on the UoM Staff Wellbeing Group
  • New staff are directed to UoM staff Learning and Development resources as part of their induction

Coping with Change

  • The Museum Director undertook to investigate options for external behavioural and change management training for all staff 
  • A series of All Staff Courtyard Consultation Workshops were held in 2016 and will continue throughout the duration of the project
  • Stephen Escritt (Counterculture Partnership LLP), facilitated an initial organisational change session for senior staff
  • Regular up-dates on progress and impact of the Courtyard Project are presented to all Museum staff at monthly Staff Forum meetings

‘We Get it’ zero tolerance to bullying and harassment campaign

  • The ‘We Get it’ campaign was promoted at a Museum Staff Briefing and at a Whitworth Staff Meeting, and followed up with an ‘All-Staff’ email with link to the UoM video
  • Information about the campaign is now included in Museum and Gallery induction packs and rolled out to new starters

Overview of the recruitment process

  • The UoM recruitment process was highlighted at a Gallery Staff Meeting, and HR presentations made accessible to all staff on the Gallery’s shared drive
  • Staff induction information includes links to UoM Staff Learning and Development resources, highlighting specific courses on Recruitment, and Equality & Diversity issues

Action taken as a result of the survey

  • Overview of the Staff Survey and analysis of results, action planning and commitment to positive action was reported on by the Director at a Museum Staff Briefing
  • The Museum Director highlights on-going improvements, as a result of the Staff Survey feedback to all Museum staff at monthly Staff Forum meetings

Further information