This report reflects a commitment to listen, respond, and act by clearly capturing employee feedback, addressing key messages and outlining practical steps for meaningful improvements.
CEO Message
Thank you to everyone who took part in the 2025 Annual Employee Satisfaction survey.
Our results indicate we’re on the right track and making real progress! Our focus on culture, business rigour, and employee initiatives are working.
We’re listening, we’re learning, and we're getting it done.
The initiatives that received valuable feedback were across; team training and event days, our wellbeing program, our 5-for-4 annual leave offer, the improvement in communication, clarity in policies and processes, leadership investment, development in our ways of working with tech improvements, and our new transparent remuneration structure. With all this, we won’t rest on our laurels, we are motivated to sustain what is working and continue to build our employee engagement.
Why this survey
Employee satisfaction has been called out as a leading key performance indicator (j) in the plan, because we care about our people and their experience at work.
Awareness
This survey provides awareness of what matters to you. Feedback confirms where we are on the right track, and highlights what we should keep, kick or build, that aligns with both our people and business needs.
Action
We are committed to listening and turning awareness into action. Guided by our Strategic Plan, we’ve developed a roadmap of initiatives designed to create a great employee experience (see page 42).
Your input helps us to advance our Employee Value Proposition. An EVP is a mirror and a compass, reflecting who we are, and guides us in the direction of where we want to go. Whilst our results are good, we will continuously improve.
Thank you for your ongoing commitment to GRNSW. Together, we are building a modern, inclusive, and confident future for our organisation and the industry we lead.
Steve Griffin Chief Executive Officer
ceo message
Why
The employee satisfaction survey is a key performance indicator and a strategic priority for GRNSW.
There is commitment to increasing employee satisfaction because we care about our people and their experience at work. This survey provides the platform for our people to tell us what supports their employee experience and how satisfaction at work can be enhanced.
Strategic Priority
ENABLE 15 ii PEOPLE
KPI j EMPLOYEE SATISFACTION
People
Enhance ways of working through improved data management, drive data integration projects, optimise service management delivery, and accelerate digital development initiatives, To use modern workplace technology.
This report reflects a commitment to listen, respond, and act by clearly capturing employee feedback, addressing key concerns, and outlining practical steps for meaningful improvements.
Executive Summary
The Annual Employee Satisfaction was adopted by GRNSW in 2024 and continues in 2025. The survey has been extensively developed to capture key feedback across six key areas. This structured approach provides GRNSW with critical awareness in specific areas to enable action in our commitment to continuous engagement and development of our workforce.
The survey was conducted in July 2025 and acts as a benchmark for future surveys.
Why a Layered Survey
These 6 areas cover the key touch points of an employee’s experience at work.
Company: How well our values are demonstrated and practiced at GRNSW.
Leadership: Leadership experience at GRNSW.
Teams: The strength of teams and how well we are working together. Individual: How individuals feel about their own contribution.
Wellbeing: How effectively GRNSW fosters a culture of wellbeing and Respect@Work Diversity: How inclusive employees perceive GRNSW and how it supports diversity.
Insights - Survey Says
Our survey results are encouraging, with an overall company satisfaction rate of 80%, which qualifies as an excellent result! These results affirm that the practices GRNSW have begun to put in place over the past 12 months have landed well, and they also point to areas where we can focus our efforts to enhance the employee experience.
The results reinforce that we are heading in the right direction and our investment in culture, business excellence, and employee-focused initiatives is driving meaningful progress. We will continue to invest in what is working well, including; improved business practices, leadership communication, training and team building events, wellbeing programs, additional leave benefits, clearer policies, improved IT systems and a fair remuneration framework.
At the same time, we will continue to respond to what our people are telling us, ensuring we sustain and uplift the employee experience.
Awareness
Our people have told us where we can enhance their working experience. The areas brought into focus for key improvement include leadership, individual training, mentoring and employee benefits.
Action
We are committed to:
• Upskilling and training our people through individual programs.
• Supporting leaders with coaching and mentoring.
• Providing benefits and perks that meet the needs of our people.
• Building culture and creating a safe and respectful environment.
These actions will ensure we not only continue what is working but also respond to what our people have told us but also create a workplace where our team feels valued, supported, and set up for success.
exsummary
“My direct leader is a constant source of great leadership.”
Section 1 awareness
Insights
The 2025 Annual Employee Satisfaction Survey provides valuable insight into the perspectives of GRNSW’s workforce. It forms part of GRNSW’s commitment to understanding what shapes the employee experience at work.
What We Heard
We’re on the right path and doing well. Over the past 12 months, we’ve strengthened how we work. With an overall satisfaction rate of 80%, these results reflect a strong position for GRNSW as we continue our commitment to Connecting, Challenging, Coaching, and Celebrating within our organisation and teams.
These results are encouraging and reflective of the investment in our people over the past 12 months, with efforts in improved leadership, communication, culture, training, team events, and business excellence. Equally, we recognise there is room to grow.
Our permanent and causal results vary, yet not significantly. We had a higher participation of permanent employees (over 50%), than casuals, with close to equal participation of females and males. This balance provides valuable insight that our current and planned actions serve the demographic mix of our workforce.
Survey Celebrations:
• 92% of our people are invested to ‘Get it Done’, demonstrating that our workforce is committed to our strategic goals and industry.
• 86% voted we have great company ‘perks’. Our benefits are valued, and we will continue to build on this figure.
• 80% was the overall satisfaction showing that our values of - Integrity, Collaboration, Accountability, Respect, and Excellence are demonstrated in practice at GRNSW.
• 78% signaled GRNSW is a great place to work.
• 75% of our people felt their senior leader kept the department informed of what is happening across the company. There has been a concentrated effort over the past 12-months to ensure our people are communicated with.
Survey Opportunities:
• 64% of our people are having regular 1:1 conversations with their direct manager, this shows there is a greater need for formal connection that provides clarity and direction.
• 68% indicates our people are not consistently receiving feedback or mentoring as part of their day-to-day work.
• 68% was the company score for learning and development. Whilst strong value was placed on team events and building, there is an appetite for more individual learning.
• 77% was the company satisfaction score for Respect@Work. As a company, we care deeply about creating a safe and respectful workplace, and while the survey results were good, we want to see this result continue to increase.
In response to this survey, GRNSW is committed to taking action towards continuous improvement of our employee experience. Our Initiatives will focus on strengthening employee satisfaction, supporting operational excellence, and upholding our commitment to what we strive to do best: serving our people, pups, and participants.
Section 1
Survey Composition
Employee Net Promoter Score
An Employee Net Promoter score (eNPS) measures how likely employees are to recommend GRNSW as a great place to work. It provides insight into overall engagement and satisfaction, showing whether employees feel positive, neutral, or negative about their experience. Tracking eNPS over time gives a clear, comparable measure and highlights areas where the employee experience can be improved.
Employees who give a low score (1-2) are considered detractors. They are likely dissatisfied with their job or the company. They may express negative opinions about the workplace, potentially impacting morale and productivity.
Employees who score in the middle (3) are considered passives. They are moderately satisfied but not actively engaged in the company. They are neither expressly negative or positive about the company and are open to offers from other companies.
Employees who give a high score (5) are considered promoters. They are typically highly satisfied, engaged, and loyal to the company. They are likely to actively promote the company and act as a brand ambassadors that attract potential talent.
Our people are important. Together, we can shape our future, grow stronger, and create a workplace we’re proud of
Section 1 results
‘I love the organisation, it's the first time in my career where I can say I love my job and the people I work with, It makes everyday a good day. Culture is a lot better than 12 months ago, and it can only get better, because we have a team that wants it!’
Section 1
Company Satisfaction
I consistently experience INTEGRITY in practice
I would recommend GRNSW as a great place to work
I consistently experience COLLABORATION in practice
I consistently experience ACCOUNTABILITY in practice
Do you consider our company perks valuable?
I look forward to work in the morning
I consistently experience RESPECT in practice
I consistently experience EXCELLENCE in practice
Company Feedback
Overall feedback on Company and Culture
The vibe is good. I enjoy working with the team. Is very good.
Happy. great people, easy to talk to. Seems to be strong. Acknowledging valued employees. Going ok Great company to work with friendly and respectful.
Each team appear to be tightknit and get their jobs done efficiently
Recognition of hard workers. Bonus for meeting/excelling over KPI's and yearly goals.
I love working for the company I grew up in the greyhounds and love working with them again
Passion, humility, respect, and friendliness are what I look for in a company and it's culture and I think it's getting there.
Company culture feels like it has improved, we are on the right track. However, activities and wellbeing programs will only go so far. We want to feel valued, heard and feel that we can develop in our roles and throughout the company. This is something i believe that GRSW can improve and I hope to see delivered on with this new KPI structure. I would also like to see everyone get the 2.5% increase per annum.
Slowly the culture is returning after such a turbulent 12-18 months. Trust in being told what direction the company is taking though would improve the culture.
Very high school culture, beneficial to be part of the cool kid.
There has been some positive changes, the people are friendly and create a good vibe in the office.
Would be good if the effort was consistent from all areas and management would allocate roles accordingly.
The culture has slowly improved over the past 12 months with improved change in leadership but still has a long way to go to for staff to rebuild trust in the Executive and Organisation. The redundancies in May and the constant uncertainty around further changes with a new Executive is unsettling.
The last 18 months have been quite a battle, things appear to be heading in the right direction but job security is in the back of my mind.
We should be allowing women to feel there job is protected offering maternity leave and job security.
Needs work. Too much bureaucracy. Overall okay, could show more support.
There is a culture of pulling together to get things done.
Company continues to move the benchmark each year, new hires, new leaders, new ideas with no consistency and creates negative culture. Instead of listening & valuing the members they have, they hire new people to overhaul everything and "redesign" things. Industry pressures are continually rising with racing & the welfare cases are increasing and GAP has to be the accountable answer to all the industries problems but GAP is the lowest compensated division
We have improved and worked on transparency across the business.
Incentive scheme, and 5 weeks annual leave.
Massive improvement in the last 12 months.
At times, I have noticed that the company and culture can feel high pressure, hierarchical and lacking in psychological safety.
A great place to work. It has been a difficult few years. Our culture change in the past 9 months has been nothing but extraordinary, and we genuinely feel it will be better for the long term. Still a little worried some people want to move too fast without all the checks and balances but confident current leadership at closer to this issue now.
There is burnout and disengagement among staff, reluctance to share new ideas and communication breakdowns.
Not a consistent workplace due to constant staff and management coming and going.
Not seeing much actual change in culture
In my experience, the company culture has its strengths, especially in how certain issues are addressed promptly and thoughtfully. That said, there have also been situations where communication or resolution could have been more effective. It can be a bit mixed depending on the team or context.
What company perks would you find valuable as we build our EVP? Comments themed. Overall, strong appreciation for the benefits and perks offered at GRNSW.
Cash incentives including bonuses, salary increases and tool allowances. Wellbeing initiatives such as health insurance, gym membership.
Transport support such as fuel vouchers or opal cards and vehicles.
Flexible working arrangements including compressed work weeks, greater leave flexibility and Rostered Days Off, Melbourne Cup day.
Training and development, team building and all company staff events.
Career progression pathways and support.
Excellent company and staff to work with.
Big improvement over last few months.
Culture continues to be a work in progress but satisfied it's improving. Has had to overcome a difficult period and some lingering animosity probably remains.
change is great, however it has left our department very disjointed and unsupported.
I love the organisation, it's the first time in my career where I can say I love my job and the people I work with, It makes everyday a good day. Culture is a lot better than 12 months ago, and it can only get better, because we have a team that wants it!
Still a disconnect between head office staff and other staff at GAP/Tracks around the state, hard to fix due to different personalities and locations
Too many personal agendas inhibiting progress.
It’s fine. Unrest from uncertainty in job security.
The company seems like it is trying to build culture but without realising that culture comes with providing the right endeavors to move through life. For example the 2.5% increase but only for those who aren’t on a new contract regardless of length of time within the company. It should only be for people onboarded within the timeframe.
Increased parental leave options and flexibility.
Other comments included easter show tickets and GRNW clothing.
This survey lays the foundation for us to take meaningful action that relates to our people and drive initiatives that make a real difference
Section 1 leadership
Leadership Satisfaction
My department’s senior leader keeps the department informed of what is happening across the organisation
My direct leader provides feedback and mentors me in the day to day
My direct leader demonstrates INTEGRITY in practice
My direct leader demonstrates COLLABORATION in practice
My
demonstrates ACCOUNTABILITY in practice
My direct leader demonstrates RESPECT in practice
My direct leader demonstrates EXCELLENCE in practice
My direct leader and I have regular 1:1’s
My direct leader is clear with my job description and what is expected of me
Leadership Feedback
Overall feedback on Leadership
Leadership is strong in our company Leadership is really good
Great leadership however I feel they need assistance as they are constantly stressed and working overtime. Leadership is genuinely trying to do the right thing with what they have to work with. Some days that really shows, and other times the limitations are more obvious.
I think we need time to settle into our groove but currently have not had a 1:1 for months, not been checked in on and just now having some issues resolved that were raised at the beginning of the year. Baby steps to let our new leader settle in and hope that some more mentorship will come from his role.
Leadership is kind and clear. Very good.
Leadership is good and therefore is a good team to work in, still looking for other opportunities to progress career that haven't been provided and I'd say that's the only issue currently
People in the leadership positions tend to be very busy and short on time; the company needs to address this so that people are able to do their jobs and mentor / support their staff as well as attend meetings and leadership workshops etc. There is a huge focus on meetings within the company that is dominating those in leadership, the emphasis seems to be on procedure for procedure's sake rather than providing a streamlined workflow, which makes things difficult for everyone.
Very new into role but great things so far will surely continue to improve I've felt supported in learning my new role, my leader has been great to work with and always willing to help
the last 12 months has been a big improvement Excellent, effective and appropriate
Leads by example, that's all I can ask for and they deliver that
Leadership has been great in this role previously but with high staff turnover and new incoming personnel it's hard to receive clear leadership
Our interim leadership has been poor, looking forward to the next chapter. You know you're in a team with great leadership when there is trust, and a visible growth in skills among team members.
The person in the role of our leader has changed 4 times in the last 2 years.
Sometimes lack of communication but showed great improvement so happy overall
Satisfied
No one knows what I do and also forgets about me
My direct leader is a constant source of great leadership.
Leadership also suffers as the top down is exhausting. Leaders at GAP need to motivate teams but 1. teams don’t want to be motivated and 2. its hard to promote something they don’t understand or believe in.
New leadership and by the time there is routine it will likely change again.
GAP immediate leadership lower level and senior level are good. But executive leadership is not (historically) - they don’t connect well with the staff, don’t understand GAP or how it runs and don’t understand dogs.
Wouldn't be where I am now. Developing and improving. Leadership is valuable. Supportive and guiding.
Appears to be a great set of leaders that have been employed into the business of late.
my direct leader has built a team culture that gives us the ability to communicate openly and listen to feedback.
there is a great balance between supporting autonomy and providing guidance when needed.
seems to be leading people to a better way of doing things, a new vision to have a best practice.
At GRNSW collaboration is how we get the work done, we combine our strengths to deliver the best outcomes for our people, pups and participants
Section 1 teams
Team Satisfaction
My team communicates with professionalism, maintaining a positive and constructive tone
I consider team building and team activities important and time well spent
My team is inclusive and I feel valued and respected
Team Feedback GRNSW
Overall feedback on teams
Great team. Excellent.
Go team! I genuinely can't fault them. Everyone shows up each day with a positive attitude and a shared commitment to the dogs. The team is always willing to help when needed, proactive in their approach, and consistently working hard to provide the best care and outcomes for our dogs. Its a supportive, dedicated group and a great environment to be part of.
The team are great and we have all former great working relationships
Happy in my team. We have faced a lot of change and challenge the past few years. We also face being spread across the state which can make communication hard. We are good at coming together and sorting out issues given the circumstances. I feel like i can lean on my team for support and help.
Strong work ethics .
The team means well but they are so far removed from reality its not funny. They dont value or like GRNSW and racing. They want to earn more money but are not working hard to demonstrate it. They are deflated and overworked and underappreciated. Most people are not skilled equally and GRNSW commitment to education and upskilling is a joke.
Need more team meetings.
A pretty well-oiled machine that understand roles and responsibilities. I'd challenge the comfortability of that though which can at times create a sense of passiveness.
Team bonding is strongly advised happy team happy work space
Some team members are fantastic and we get along like family other team members are total opposite.
Happy to work together
Great to be part of and inclusive. Good team.
Changes week to week. Very good
We all help each other in our small team and each have our own expertise in different areas.
Disjointed.
our team are always in conversation on how we can do things better and how we can progress the industry in a positive way.
we lean on each other for knowledge and help constantly.
Good bunch of people who work collaboratively to achieve set tasks and goals. A wealth of knowledge and experience makes the dynamic better.
Welcoming and collaborative
I love my coworkers, they really have helped me settle into the role and try there best to help me in anyway possible and also include me.
our team has always worked well together and continued to do so through difficult change.
I'm lucky to be in a team that's passionate in what they do, respectful and also friendly.
Work well together.
Self indulged.
Great team to work in, everyone gets along well and shares similar interests which makes work fun and interesting
It would be nice if the voice for our department lent on its team to support them in major decisions. The team I work with are knowledgeable, with a very strong understanding of how things should operate.
Great team. Motivate me to come to work each day.
Great team.
Some not all need to work harder
The job always gets done
Have a great team that understands the job at hand and the importance of what we do
My team has been really supportive and I've found it easy to fit in. everyone is helpful and friendly.
Love it. So far so good. Clicky.
great people in the team, nothing is too much.
Fantastic team and pleasure to work with. Best part about my job, the people in my team!
our team works well together, communicates well and openly. everyone has respect for each other to help out when needed.
Team is great. Divisions across team dynamics would be good to merge and work together as one instead of team divisions.
great team to work with . Very strong relationships.
Our people are the guiding thread that connects our vision to the delivery of our strategic objectives. Their contribution is what makes our success possible
Section 1
Individual Satisfaction
I feel committed to GRNSW’s strategic plan and goals
I am invested to 'get it done' and make a difference
I have the tools and resources to do my job well
My role provides me a sense of accomplishment
I see myself working at GRNSW a year from now
I am given opportunities to learn and develop
My workload is manageable
EMPLOYEE SATISFACTION SURVEY 2025
Individual Feedback
What tools would improve your ability to do your job well?
Responses have been themed to fit section
Have all the tools I need. IT equipment, training and tools including SharePoint training, salesforce usability, platforms for information management.
Facility upgrades that are fit for purpose and have an efficient design.
Clear direction and leadership such as KPI’s and a shared vision.
Training and Development opportunities including qualifications and formal education.
Increased communications and information sharing.
What training and development do you consider is needed for your role?
Responses have been themed to fit section IT training such as SharePoint and our internal systems
Industry specific learning such as canine behaviours and exposure to industry counterparts.
Company knowledge and cross department communication
Individual or role specific skills such as, project management, event management, first aid.
Team building
Overall increase in training opportunities internally and externally.
Overall feedback of your role – what do you value, what would you like to improve?
Values and Integrity: Good work ethic, integrity. No gossiping and staff that do their job properly.
I value integrity, accountability and respect. Id like to improve accountability, we should own our roles and responsibilities, deliver the best outcomes that we would expect for ourselves.
Honesty respect and a chance to learn from others.
Satisfaction and self respect.
Teamwork and collaboration: I value our team and feel like the work we do is essential for the industry. A work from home day would be appreciated.
I value my team and fellow workers; we could not achieve what we do if everyone was not on the same page. Being part of a team that is improving things for the industry.
I value direct communication, efficiency and transparency. I may want to try a different skill set within my team so I can assist but it depends on time and how my workload is.
My team and the ability to contribute in a meaningful fashion.
Autonomy and Flexibility: I value the autotomy and trust to do my role. work life balance is nonexistent - burnout and overload.
I value that people can lean on me to 'get stuff done' and I have the tools to help. I value that I have the freedom to perform without being micromanaged and am able to produce high results. I would like to be heard with my suggestions to make the structure and flow of the welfare workload easier.
Enjoy my role and the team/flexibility that we have to get our work done at hours that wouldn't be considered usual for an office job.
Equipment such as tools, machinery and technology.
Leadership, guidance and support: clear guidelines on what we are trying to achieve. Everyone should have the same capabilities so one person isn’t overloaded with travel and work.
Would greatly value a leader, who I can go to for advice, discussions, and feedback and a manger I can report to without feeling conflicted with my approach. Having a reporting line that has a team first mentality.
Improve by hiring more people to do more administration.
Conditions still need to improve; need better support, more honesty and trust in leadership.
Reporting lines have slowly diminished as a result of staff turnover and a lack of leadership.
Career development and progression: clear career path and opportunities within the industry.
A path for advancement through the company. I love seeing advancement in technology and I’d love to be able to help consolidate the information into a system that is easy for staff to use. Job security.
I enjoy most aspects, would love more training and support. Training and development in conversations, conflict resolution and general motivation.
Would like some variety and learn other parts of the business as feeling pigeonholed.
Value flexibility, variety, autonomy, and challenge. exciting nature of some days at work. Improve - upskilling opportunities, pathway to greater responsibility/opportunity.
Dog welfare and industry impact: I value the trainers the dogs the work team and the workplace. I would like to improve on helping the trainers and be able to provide them with a great experience at the track.
I value the chance to make a difference to the dogs and would like to improve my knowledge to succeed and my best.
I value improving the dogs wellbeing. and making a difference in a dogs life. I value seeing their progress through training and rehabilitation. Improvement could come from better resourcing and dedicated spaces for training and isolation, streamlined processes for behaviour reporting,
Leadership training
Training that supports career progression.
Role satisfaction and positive change: I’ve settled into the role really well. I feel rewarded knowing I'm assisting with the welfare of greyhounds. I can see improvements with the new changes moving forward.
Love my role and place I work I have seen great improvements with management change over the past few months.
I was welcomed into the company in a supportive manner and the onboarding was great. Process and procedures are something that needs improvement.
It’s great, so varied. I just love what I do. I’d like to work here for many years.
Conditions and resources: work life balance is non-existentburnout and overload.
Mileage allowance keeps pace with Fuel costs.
Recognition via $$$.
Like it, would like to have more opportunities to improve workload.
High staff turnover and outside promotion makes the future unclear.
“I value improving the dog’s wellbeing. and making a difference in a dog’s life”
Section 1
wellbeing
Wellbeing Satisfaction
GRNSW has a strong culture of Respect@Work
My direct leader fosters an environment where i am confident in managing my own healthy work/life balance
My salary is appropriately positioned and benchmarked for my role, the industry and company?
GRNSW cares about my health and wellbeing
Wellbeing feedback GRNSW
GRNSW would love to hear some examples of how you care for your wellbeing with the $250 wellbeing quarterly payment.
Bills. eases bills.
My first well being money was used when my fridge and TV broke down in the same day, I have a disabled daughter and that tv supplies her with joy. I was able to use the well being money towards replacement appliances which was an absolute god send at the time.
I don’t use this as I don’t have time as I don’t have a work life balance. it sits in account and eventually pays a bill.
Cost of living.
Generally goes towards other bills and expenses, hard to keep up on current wages not growing as fast as the cost of living has.
I use the $250 to pay for groceries for my family. It goes on bills since my family live week to week.
Paying bills, dinners with friends and family, holiday.
Pays the electricity bill.
it is wonderful helps out with my family as well as myself thank you for this.
Gym Membership, monthly bills.
Put it toward my holiday. Weekend away with wife. Weekend in a caravan park. Something different each time.
I take my family on a yearly holiday where we recharge the batteries and enjoy some downtime together.
I pay my golf membership with it. The golf course is my sanctuary away from all of life's peaks and troughs.
Eat healthy, walks with dog and running when I have the time, plus lots of water.
Gym membership. Personal training sessions. Golf!
Helps pay for my gym memberships to keep me fit and healthy.
Omakase and massages Massage and weekend Breakfast with family.
physical wellbeing, gym membership, saunas etc.
straight to the wife. Happy Wife, Happy Life.
Let’s totally go shopping!!! Appropriate work clothes. Dentist.
I don't believe casual is entitled to this I have not had time to do anything for my wellbeing unfortunately
Wellbeing Overall Feedback
I used it towards buying some new running trainers.
I didn't know about it.
Its good! Good idea. Excellent. Keep it going.
It’s better than nothing and I appreciate it.
Appreciate the payment we get to put towards it.
Is much better than places where I have worked at previously.
Great. It’s a good initiative. Ok.
GRNSW are a great company to work for and I look forward too many more years to come.
Excellent awareness and support at work.
Not bad pretty happy. It's amazing! Thank you. It definitely helps a lot mentally for me. It is improving. We have some great initiatives that are aiding this. Would like to see GRNSW add maternity/paternity leave.
Good. Like to not feel guilty to have a personal day. But that’s something I have to work on.
Job security has been at the back of my mind for at least 18 months which affects mental health. The role and everything it involves I love and am very good at.
staff are stretched, tried and overworked. there needs to be more realistic view on hours staff are expected to work to get the job done.
If treated fairly and with respect this will reflect on work performance. It's probably still surface level stuff at the moment but it is a two way street.
Day-to-day wellbeing is largely supported by the team culture as we look out for one another, and there is a shared sense of purpose in caring for the dogs. However, the unfortunate demand of quantity over quality and limited resourcing can take a toll over time.
A lot of use of the word without actions that reflect it.
Wellbeing outsourced to Sonder. I need to stress less.
the wellbeing program is a welcomed incentive and appreciate that the company does do this. I think with upcoming KPIs being introduced this will provide better mental wellbeing in the role, so that we know that we are meeting the company's expectation of us.
There are some nice incentives in place but I feel the company should be more inclusive.
Leave work at work and not bring it home. Set boundaries and do not allow myself to be disrespected.
The hybrid working setup and the balance between work and personal life have been great, this has really supported my overall wellbeing
Accountability saves mental health lots of hours and inconsistency
deal with a lot more at my other job. Sad at times.
“GRNSW are a great company to work for and I look forward too many more years to come”
Section 1
Diversity Satisfaction
GRNSW supports diversity and values differences in gender, religion, age,
I have an equal opportunity regardless of my gender
I have not missed work opportunities due to my gender
My ideas or contributions are valued regardless of my gender
There
GRNSW
There is adequate representation of men and women in leadership positions
‘Yes I think it had been heavily men before however it is nice to see women in the mix now.’
‘It should come down to how skilled the person is for the leadership role, and just as importantly, how relatable to and supportive of their team they are.’
‘Gender shouldn't be the first consideration. It should be merit based regardless of gender.’
‘If you're the best person for the job or position, you should be given it. Whether your male or female shouldn't have any bearing at all. I couldn't care less if the leadership positions were all men or all women, as long as they are the right people.’
‘not really there is definitely more male representation in leadership roles’
Investing in our people experience at work is not just the right thing to do, it's how we set our people up for long term success. When people feel valued, they deliver their best
Action
Transitioning our Awareness into Action, continuing what we have commenced, with new Actions on the horizon.
CONITNUE AND NEW AWARENESS ACTION
Respect@Work
Our Survey messaged that we are close to zero for an employee feeling unsafe or receiving unwanted attention. Our tolerance on this topic is zero, we are also committed to continue this message as we build a safe and cohesive culture.
Training and Development
Team building and events were a hit in our survey and continue to receive positive feedback post our training days. However, this sentiment is to provide individual team training.
Respect@Work
NEW Respect Campaign We will launch a campaign in the coming month for Respect@Work. This campaign is complementary to the one we have just launched for the industry.
Training and Development
NEW - Individual Training Good news! Our Senior Leadership Team have already provided a ‘first cut’ of individual training needs. We will review individual training needs against job requirements with SLT and ELT of respective departments.
Individual training will be offered as required.
CONTINUE – Team events we will continue our team events and training days.
Employee Benefits and Perks
GRNSW has commenced offering some great ‘perks’ this past year. We will continue to offer these benefits and introduce additional ones that suit our people and business.
For example, Parental Leave has been mentioned multiple times to People and Culture, came through our Happiness Surveys, as well as our Diversity survey post International Women’s Day.
Employee Benefits and Perks
NEW -Leave Policy and Parental Leave Program
We will introduce a parental leave policy that provides flexibility for parents and a paid leave component by GRNSW.
CONTINUE – 5-for-4 Annual Leave Initiative Take 4 weeks within the year and you receive a 5th week for free to take in the same year. CONTINUE – Christmas Closure Collective closure for the majority of staff where possible. Roster options for staff as needed.
CONTINUE – Wellbeing Program Automatic benefit of $1000 annual payment Program to support the 4 pillars of an employees overall wellbeing – Financial, Social, Psychological and Physical. CONTINUE – Sonder Wellbeing Platform Continue 24/7 access to Sonder Wellbeing Platform. Relaunch of what this program has to offer.
1:1 Conversations, feedback and mentoring
There is a need to increase 1:1 conversations across the company. As part of supporting individual performance and a culture of excellence, there is a need for managers to provide greater coaching and mentoring in day-to-day work with their team members.
Ways of Working - ICT and GRC Improvements
As committed in the strategic plan Enable 15, iii, we will enhance ways of working through improved data management, drive data integrations projects, optimise service management delivery, and accelerate digital development initiatives. This focus will be enterprise wide for our People, Pups and Participants!
Remuneration Framework
GRNSW required a formalised and transparent remuneration model. This was developed and implemented in July 2025.
1:1 Conversations, feedback and mentoring
RELAUNCH - Regular 1:1 GRNSW introduced 1:1s in 2024. Survey suggests we need to improve the consistency of this important activity. 1:1s will be coordinated via Employment Hero and Outlook systems. We will now monitor our progress and compliance of 1:1’s.
NEW - Mentoring We will equip managers with the tools to host quality coaching and mentoring conversations with their people.
Ways of Working - ICT and GRC Improvements
CONTINUE – SharePoint Continue to provide training and support with improved use of technology.
NEW – Apps for GAP Significantly improve the user experience for our welfare teams and adoptees.
NEW – SOPS Providing clear ways or working for all.
NEW and CONTINUE – Policies and Compliance Providing clarity and securing our integrity in governance, risk and compliance.
CONTINUE - Remuneration Model
We will review this model in May of 2026 to ensure the model continues to be fit for purpose.
Action Roadmap
‘This survey is not just another exercise, at GRNSW the fact finding we seek, results in action.
‘Let’s get it Done.’
Steve Griffin CEO GRNSW
