Late last year, you were invited to participate in our 2022/23 Employee Survey regarding your employee experience at Monadelphous, the first company-wide survey we’ve undertaken in more than a decade.
We wanted to hear from as many of you as possible, so I was glad to see almost 2,000 people took the time to provide feedback through independent agency, Painted Dog Research, who we engaged to ensure the process remained anonymous.
Your feedback has now been combined and analysed in one report, which includes identifying common themes across Monadelphous, as well as at a divisional and business unit level, and discussed with our senior leaders.
I wanted to take this opportunity to share with you at a high level what you told us. This information will be used to guide us on what we need to do more of, and where we can improve. It will also be used as a benchmark for all future employee surveys.
To ensure we continue to work on the right areas, we have developed a list of employee survey commitments – these are the key priorities you identified through the survey process, and the areas we believe we can have the most impact from an employee experience perspective.
It’s important to note, these are our commitments at a Monadelphous Group level – our divisions and business units, including Mining and Minerals North West, will use this as a starting point, but will tailor their actions to suit their teams and circumstances. In addition, not every commitment outlined below will apply to every role, however I wanted to provide you with a holistic view.
Keep an eye out as we will be reaching out to a number of teams and team members along the way to help us shape the actions under each of our commitments.
We will continue to make our workplaces safe, respectful and inclusive for all employees.
We will review how workplace flexibility is working at Monadelphous and what we can do to ensure our people who need or want flexibility are clear on what’s available and how to access it.
We will review how we can better influence site-based rosters with our customers and which roles are required onsite when.
We will engage with our people to understand their desired career pathways and offer a well-rounded suite of training, development and leadership programs to support these aspirations.
We will improve how our people receive communications and engage with our senior leaders and each other, particularly for those located in remote and regional locations.
We will better promote upcoming work opportunities to ensure our people know what’s next for them at Monadelphous.
We will review our systems and processes to ensure our people are informed about changes to work circumstances as simply and quickly as possible (e.g. relating to changes in travel, rosters, jobs, roles, pay, etc.).
We will celebrate, recognise and reward our people and teams for living our values and culture.
We will continue to review our remuneration position to ensure it is competitive and aligned to market conditions.
We will enhance our remuneration processes to ensure they are well understood by our remuneration decision makers.
We will assess our employee benefits program, with a view to making it more attractive and accessible.
We will examine our onboarding processes, particularly for our FIFO and DIDO workforces, so our people have the best possible experience from day one.
We will be working hard to make progress on these commitments and will be providing regular updates along the way, so you can see and feel changes or improvements. We are also hoping to highlight some of the things we have already done in these areas, which perhaps we didn’t communicate at the time.
Your feedback is helping us to ensure our people have the best possible employee experience at Monadelphous, guiding us on what we need to do more of and identifying where we can improve. Thank you again for taking the time to share your experience.