Why we're a Great Place to Work…again.

Great Place to Work has been getting under the skin of organisations for over 40 years and asking the core questions that tap into what makes an organisation tick. It's more than just salary, amount of annual leave provided or work perks - not to downplay the importance of those elements, of course. For many people, however, it's hard to gauge whether an organisation cares about the same things you do. It goes a long way in establishing whether you'll join a company and thrive there.

Therefore, the results of this survey mean a lot. It keeps an organisation accountable and in touch whilst providing a basis for improvement. In today's blog, I'll highlight feedback from this year's survey, look at the results, and discuss how we've achieved this.

Some background

For context, the survey poses questions in the form of statements regarding the organisation, its management, and elements such as inclusivity and working dynamics. Responders either strongly agree, agree, disagree, or strongly disagree with the statements. Responses are anonymous. Through calculating the percentages of responses to each statement, the survey seeks to gain a holistic picture of the organisation - from the perspective of the people who work there. 

Contentment amongst staff and the ability to retain and develop talented, committed employees is a major goal for organisations such as LanguageLine. This is precisely why holistic measurement and subsequent improvement to the work experience is crucial. It also extends to levels of trust, which is a bedrock of building a motivated team.

According to GPTW, 82% of employees trust their certified GPTW workplace, compared to 74% of employees working for non-certified workplaces. From a personal standpoint, the fact that LanguageLine participates in this survey shows that employee feedback is carefully considered. It feels great not to feel like an insignificant cog in a soulless corporate machine.

Here are some of the highlights of the survey:

"This is a psychologically and emotionally healthy place to work."

Employee well-being has seen a marked increase in focus in a post-covid world. Flexibility and understanding one's needs have been the main reason for this, as we're able to find a greater balance between work and personal life. Everyone's needs and roles are different, but providing a fair, well-balanced approach has gone a long way to making the workplace feel healthy.

This focus on improvement is evident in our results, as 86% of employees agreed with this statement in 2021. In 2022, this increased to 93%. With over 46% of UK employees feeling that their workplace doesn't have the tools to measure mental health, it's reassuring that those around LanguageLine feel supported if they need it. https://www.peoplemanagement.co.uk/article/1744117/why-employers-should-take-care-workers-mental-wellbeing.

"Management shows a sincere interest in me as a person, not just an employee."

I can personally attest to this. And it's never just the occasional passing comment. You know, "How's the dog?" or "what are you doing this weekend?" Questions that people might ask to be polite but don't care about the answer. Management will sincerely engage in conversations that are important to you, and it's never forced. I can't attest to all experiences within LanguageLine, but it's genuinely refreshing.

Management and employee relations are essential factors in employee satisfaction. According to a McKinsey report, 75% of employees stated that interacting with their immediate boss was the most stressful part of their job (Mckinsey.com). Anything management can do to make employees feel more included and significantly valued reduces staff turnover. When asked, 87% of LanguageLine staff agreed with the original statement (up from 78% last year).

"People here are treated fairly regardless of their race.", "People here are treated fairly regardless of their sexual orientation." & "People here are treated fairly regardless of their gender."

It's only possible to have a great workplace if inclusivity is prioritised. The organisation must go the extra mile by embedding inclusivity into its policies and work environment. Aside from providing a positive environment for employees, an inclusive workplace has other positive effects on the organisation.

According to K4D (K4D report), "Benefits of diversity and inclusion are found to include: reduced costs; improved resourcing of talented personnel; better products and services; enhanced corporate image; improved creativity and problem-solving; better decision making; innovation; greater flexibility; increased productivity; improved organisational performance and efficiency."

From our GPTW survey, 98% of respondents agreed with the main statement regarding race. With sexual orientation, 97% of staff agreed. And when it came to gender, 93% felt they were treated relatively—genuinely highlighting how inclusive this workplace is.

In the end...

There is always still room for improvement in certain areas. We're not perfect, and everyone's experiences differ. LanguageLine has a clear improvement plan that has been communicated across the business. Still, it's no coincidence that LanguageLine keeps going from strength to strength each year.

The GPTW survey keeps our team leaders and managers invested in our happiness and job satisfaction. Something that isn't taken for granted. Working in a healthy environment where people get along and feel recognised and supported is a joy. LanguageLine is genuinely a great place to work.