3.4 Innovation and Change
Driver: 3.4
Dimension: Culture
Supporting aspiration: Change is consulted on, explained and delivered well. Innovation is encouraged.
Why it matters
Clear, two-way communication reduces uncertainty and accelerates adoption.
What great looks like
Every change has a clear why and what-it-means-for-me story. Staff can ask questions, impacts are assessed, adoption is tracked and lessons are captured.
Employee Survey alignment
| Item | Survey question |
|---|---|
| Q1 | I am encouraged and supported to suggest and try better ways of doing things |
| Q2 | When workplace changes affect my job or worksite, consultation is timely and genuine |
| Q3 | Changes are communicated clearly and implemented well |
How to interpret a weak result
A weak result for this driver should prompt a practical diagnosis, not an immediate solution. Ask:
- Is the issue whole-of-council, concentrated in particular work areas or linked to specific employee groups?
- Which question-level result is driving the pattern?
- Do comments or leader perspectives explain the issue?
- Is this mainly a system/process issue, a leadership issue, a resourcing issue or a communication issue?
- What would employees reasonably expect Council to do next?
Possible actions and interventions
- Use a standard change impact and communication template
- Provide leader talking points and FAQ updates
- Track adoption and employee sentiment during change
- Create simple idea-to-action channels for improvement suggestions
Evidence to review alongside the survey
- Employee Survey question-level results and comments
- Relevant people metrics such as turnover, absenteeism, vacancy, overtime, grievances, safety or EAP themes
- Leadership and SME perspectives
- Relevant workforce, service, budget or risk data