Across Carnival UK we have an Employee Experience Group (EEG) to represent every area of the business. Their purpose is to support leaders in their business areas to deliver a great employee experience.
Alongside the Pulse Survey results, they help to identify potential improvement actions through talking to their colleagues to understand their views and provide feedback to the SLT on how it feels to work at Carnival UK. These improvements happen through setting clear, achievable time-bound action plans, which are clearly communicated – along with progress – to all people in the business area.
What does a great EEG achieve?
When our EEGs are operating at their best our people feel able to Speak Up and have open, honest and transparent conversations with the leaders in their area. This will drive actions and improvements that create an inclusive community where people feel valued and that they belong.
When we get this right, our people feel:
“You know me”
Examples – Where appropriate, my experience is personalised and I feel recognised and appreciated as an individual within a team
“I’m free to be me”
Examples – I can be myself at work and what I add as an individual is valued
“It’s easy and effortless”
Examples – I can raise my concerns and share my feedback without fear of reprisal
“It’s consistent and connected”
Examples – I know what is expected of me and the team and how we play our part in the wider business strategy
“We celebrate success”
Examples – I feel recognised for a job well done and my contribution is valued
What happens with the insight and feedback gained by the EEG?
Minutes and action plans from employee experience group meetings will be shared with the Employee Experience & Culture team so that insight can be gathered about conversations that are happening in business areas. Where actions and issues are affecting a number of business areas, the Employee Experience Manager will be able to collate these themes and raise them with the appropriate area to help solve them. Alternatively, a subject matter expert could be contacted for advice to help resolve a specific issue for an area.
How are employee experience group members supported to achieve the group’s purpose?
Employee experience group representatives should discuss their role in their employee experience group as part of their regular 1:1’s with their line manager and as part of their performance discussions. All representatives should have an objective on their PDP that demonstrates how they using their role to develop their skills and are helping bring our values to life through the employee experience our people have.
Employee experience group representatives will receive support, advice and coaching, from their line manager, Senior Leadership team, HRBP & Employee Experience Manager where appropriate.
Find out more about Employee Experience Groups, including Q&As, representative role profiles and meeting templates, on The Bridge.
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