In this particular case study, the artist - Niloufar Bakhshalian - describes her approach to painting Ealing Town Hall, in the podcast below.
Case Study Summary
Ealing Council is home to more than 300,000 people that make up a vibrant and diverse community; the borough also provides a wide array of shopping, housing and stunning parks.
The borough is economically strong with more than 13,000 businesses and excellent transport links - Heathrow Airport and central London are minutes away.
Ealing has 2941 staff (excluding schools) and a budget exceeding £257 Million.
Ealing wanted to discover the aspects of the employment deal believed to be most valued and aligned with high people performance and engagement.
Linked with this was an aim to explicitly surface tensions that had most impact on an employee’s work experience and perceptions of the deal.
Ealing had previously conducted more traditional staff engagement surveys. While these had produced some useful insights, they tended to be characterised as statistically driven.
The internal sponsor recognised that their approach to employee ‘voice’ via a standard opinion survey lacked authenticity. It was too one-dimensional and failed to provide enough insight into the social dynamics of the organisation. On this basis, the sponsor invited the LGA to deploy the TEDD® methodology, in order to provide this insight to social dynamics.
TEDD® was deployed across the organisation and captured over 1200 employee responses.
The free text survey responses were very rich and revealed a wealth of insights expressed through personal accounts that were clustered into a number of main themes.
These were analysed and presented using sentiment weighted, thematic analysis to draw out key insights.
Blending this data with other sources from the TEDD® methodology produced ‘performance recipes’ and areas where Ealing could improve its employer offer to extend and deepen staff engagement.
Benefits to the client
The insights were used to prime conversations for change with the senior leadership team and heads of service. This type of feedback was a useful way of discussing tensions in a non-threatening way. It helped participants swap ideas and suggestions about new ways of talking about the employment deal.
Using the analysis, Ealing is developing action plans at organisation and service unit level, to focus on TEDD® improvements that will deliver the biggest benefit to workforce performance.