In October, we asked colleagues ship and shore to share their experience of working for Carnival UK via our Pulse and Life on Board surveys. These surveys are run twice a year and are your chance to speak up about what it’s like to work at Carnival UK. We shared results from our March survey here.
Fostering a strong culture is one of our top priorities and your feedback makes a real difference in helping us to understand how we can make Carnival UK a better place to work. This time, across ship and shore, we were delighted to hear how proud you are to work for Carnival UK and that you felt Carnival UK had an inclusive culture where you feel valued, safe and respected.
Of course, the survey also highlights areas of focus we need to work on to make Carnival UK an even better place to work. Here are the headline themes for both shoreside and on our ships.
Our shoreside themes
This time we scored a shoreside eNPS of 29. Back in March we scored an eNPS of 30. These scores show that we have generally remained consistent throughout the year.
You told us you’re proud to work for Carnival UK. You also said you value flexible working, the benefits we offer and overall, you’re proud to be part of an inclusive culture where people value one another.
You told us our focuses need to be:
- Making sure our leaders are seen as role models
- Building confidence in our ELT as leaders
- Collaborating across departments better
- Helping people to feel more empowered to make decisions
Making sure our leaders are seen as role models and helping people to feel more empowered to make decisions are focusses that also came through in our survey back in March.
Back in June we realigned accountabilities across our ELT to simplify our organisation and help us be more operationally effective. We also committed to developing our leaders at all levels through our Leadership and Management Essentials Programme. ELT and Senior Leaders are also working through some development to ensure they are holding themselves and others to account on expected Culture essentials behaviours and setting development goals around these for which they will be held accountable.
What about the results in my business area?
By now, you should have heard more about your local department results from your EEG’s, who have been working with senior leadership to create a set of meaningful actions for your area. If you have any questions, please reach out to your EEG members.
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Themes from our ships
This time P&O Cruises scored an eNPS of 35, this is a 17-point increase YoY compared September 2022 when the eNPS was 18. Similarly, Cunard also saw an YoY increase, this time scoring an eNPS of 49, compared to a score of 31 back in September 2022.
Over 8,000 of you took part in our October survey which is the highest response rate we have ever achieved. We also achieved the highest ever eNPS with all ships seeing an improvement in scores since March 2023. Well done!
You told us you felt there was more focus on wellbeing and that time allowed for rest and recovery had improved. We were thrilled to hear this as this was an area of focus from the survey back in March. You also told us you felt more able to speak up. This is something we’ve been focusing on and will continue to focus on to improve even further.
You told us our focuses need to be:
- Making sure our leaders are seen as role models.
- Effective line management, with good two way communication
- You also told us progression is important to you, as well as fairness and equality in promotion.
Progression and making sure our leaders are seen as role models are both focus areas that came through in our survey results back in March.
Since then, the Fleet Leadership and Management Essentials Programme Level One pilots have been prepared ready to start delivering onboard Queen Elizabeth, Queen Victoria, Iona & Britannia from late November. This includes a resource summarising people management expectations that will be used throughout the content, there will be more to come on this when the programme rolls out next year. We’ve also been exploring ways to make sure the right people are selected for progression and promotion based on skills and behaviours they’ve demonstrated. One way we’ve done this is via the introduction of Career Passports for larger departments across the Cunard fleet.
What about the results for each ship?
Hopefully you’ll have heard about the results and focus areas for the ship you’re working on. Local action plans are managed by each ship’s Senior Management Team (SMT). If you have any questions please speak with your line manager.
What’s happening next?
By taking part in the survey, you’ve helped us identify areas of focus which we’ll continue to action plan and address over the coming months. We know that some of these focusses aren’t things we can change overnight so we’ll be working to understand them more first. Your Employee Engagement Group’s, or Senior Managers if you’re on one of our ships, will be working with you to understand all focus areas more so that we can build in the right actions to make improvements. They will also be working to better understand what actions from ELT would help contribute toward improvements too. As we make progress, we’ll be sharing more updates with you.