A collaborative effort towards a better workplace
KTH's employee pulse survey has been running for over a year, allowing employees to share their perspectives about the workplace four times a year. This tool helps identify areas for ongoing development and fosters a culture of continuous improvement. One division that has been working thoughtfully with the survey results and increased the employee index by 10 points is Digital Learning at the School of Industrial Engineering and Management (ITM).
Morgan Mickelsson , Head of the Digital Learning division, oversees a team of nearly 25 employees. Recently, the division saw an increase in its employee satisfaction index, reaching 80 in the latest survey – a ten-point rise from the previous measurement. This positive change reflects a collective effort towards creating a supportive work environment.
What contributed to this positive change?
"I believe our employees' dedication has played a key role in this improvement," says Morgan. "They are genuinely invested in our work environment and in supporting each other, which makes a significant difference."
"Everyone takes part in reflecting on the survey results and suggesting practical steps forward. We also have a management team that helps prioritize these initiatives, and we involve other colleagues or departments, like ITM Service Centre or HR, when needed."
Since the surveys began in 2023, the division has tried to work systematically with the results.
"We go through the findings during workplace meetings and discuss what is working well and where we can do better," Morgan explains.
Determining focus areas
"We usually start by discussing the results in smaller groups before coming together as a larger group. We use a digital tool, Lucidspark, to document these discussions, which helps keep everyone’s input visible and accessible."
Morgan acknowledges that keeping up with actions between the frequent surveys can be a challenge but emphasizes the importance of trying to keep a steady engagement.
Actions taken over time
"We’ve looked into various aspects, from improving our physical work environment to addressing workload and professional development," says Morgan. "We have also focused on fostering inclusion, enhancing well-being activities, and improving collaboration within our division and beyond."
One initiative, for instance, was inviting an ergonomist to provide advice on workplace ergonomics after our relocation to the Machine quarter.
"We also took a step back and spent time together developing new visions and goals for the department, to support future prioritisation of activities and the development of the department. Something I believe we will benefit greatly from going forward."
Advice for other managers and teams
"I try to be accessible and responsive, whether the issue is big or small," Morgan advises.
"And it's important to stay open to all feedback, discussing both the positives and areas for growth."