Building the team through engagement

We're committed to ensuring the Council is a great place to work, and are focused on improving the right things to deliver our goals – both internally and for Wellington City.

In June 2020, Wellington City Council invited staff to participate in an internal annual survey – Kōrero mai – to gauge our people’s engagement on leadership, culture and strategy, and performance and development. The survey included positively-phrased statements and staff were asked to rate to what extent they agreed with them.

Almost 1,090 staff completed the survey or 67% of the organisation; in-line with expectations.

Overall, the results are positive. They show our people love working for Wellington City Council and are generally positive about how we are performing, while also identifying areas for improvement. These key areas are a focus for CEO Barbara McKerrow, her Executive Leadership Team and the wider organisational leaders.

What the colours mean:

  • Red (0-49%) is an area that needs focus.
  • Orange (50-67%) shows areas we need to work on.
  • Yellow (68-83%) is good.
  • Green (84-100%) is excellent.

What we are doing well

Our people continue to enjoy working for WCC and say it’s a great place to work. The results show staff understand their roles and responsibilities and see their contributions being recognised more in different ways.

Our people also expressed an increased confidence in our Executive Leadership Team and that they feel they are leading WCC in the right direction.

What we need to focus on

The areas we need to focus our efforts on are connecting what our people do with the Council’s strategy, and ensuring our managers meet regularly with their staff and are providing effective performance feedback. We are already working on improving these areas internally.

How we measure up against local government

WCC staff results show we are pretty much bang on the local government benchmark, in 2020 we scored 67%, compared to a 66% benchmark.

What’s next?

We will continue with regular ‘pulse check’ surveys to measure our progress against areas we want to improve in.