Employee
This report reflects GRNSW’s employee voice, capturing what is working well and where opportunities exist to further build on our progress. In the pursuit of ‘Excellence’, GRNSW is committed to listening, responding and actioning feedback.
Message from the CEO
Thank you to everyone who took part in our 2026 Annual Employee Survey. Your feedback plays a critical role in shaping how we continue to grow and improve as an organisation.
This marks the second year of our Employee Satisfaction Survey, and I am proud of the progress reflected in this year’s results. These results demonstrate the collective contribution across GRNSW to strengthen our culture and make this a great place to work.
Why this survey
Employee satisfaction is a priority at GRNSW. This survey represents the voice of our people and signals what we are doing well and where we can grow. This survey provides invaluable insight that enables us to focus our efforts that will have the greatest impact.
Awareness
The 2026 survey results indicate we are doing well across all six areas – Company, Leadership, Individual, Teams, Wellbeing and Diversity, with increased satisfaction since 2025. This is a strong outcome and reinforces that we are building on solid foundations. At the same time, we remain focused on continuing to enhance culture, leadership and employee experience.
Action
We are committed to translating awareness into meaningful action that drives continuous improvement across GRNSW. This is how we strengthen the employee experience, support one another and continue to ‘get it done’.
The year ahead is an important one, as we focus on executing our strategic plan, delivering the Industry Future Blueprint initiatives, and continuing to invest in our people.
Your ongoing dedication has helped shape where we are today and where we are heading. This is an opportunity to reflect on the progress we’ve made and remain focused on what comes next.
Thank you for your on-going commitment to GRNSW and the industry and I look forward to a successful year ahead.
Steve Griffin Chief Executive Officer
message
Why
The employee satisfaction survey is a key performance indicator and a strategic priority for GRNSW.
Employee satisfaction is important to us 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.
Strategy
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 is not just a reflection of where we are, it is a roadmap for where we are going. The insights discovered through this survey directly influence how we work, building a stronger GRNSW together.
Executive Summary
The Annual Employee Satisfaction survey provides an important snapshot of the employee experience across GRNSW, this years results show continued positive momentum with overall employee satisfaction increasing to an amazing 84%, being a 4% increase from last year.
The survey results show progress across all key areas of the employee experience –Company, Leadership, Individual, Teams, Wellbeing and Diversity, with each area achieving at least a 5% increase in overall satisfaction. The survey also offers points of reflection of where we have improved, yet still seek to develop.
The survey was conducted in April 2026 and provides comparative data from 2025 results.
Layered Survey
The 2026 survey was layered the same as the 2025 survey, reviewing critical layers of the organisational experience.
Company: How well our values are demonstrated and practiced at GRNSW.
Leadership: Leadership experience at GRNSW.
Individual: How individuals feel about their own contribution.
Teams: The strength of teams and how well we are working together.
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
The survey provides clear insight into where we are performing well and where continued focus will make the greatest impact, both organisation wide and at a departmental level.
Our survey results show an overall employee satisfaction rate of 84%, which puts GRNSW in the ‘Excellent’ category. This uplift of 4% from 80% in 2025 to 84% in 2026, reflects a sustained focus on strengthening culture, enhancing communication, investing in leadership capability, and improving ways of working across the organisation.
The most significant improvement was noted in our ‘Leadership’ category, with an increase of 7% percent to 85% in overall satisfaction, compared to 2025. This reflects a positive shift in how leadership is experienced at GRNSW.
Awareness
Our people have indicated we are doing well at GRNSW, continuing the positive progress seen in the 2025 results. This survey provides awareness and we have an informed understanding of the lived experience across GRNSW. These insights support a continued building of a connected, high-performing and inclusive workplace. We will celebrate what working whilst never resting on our laurels in our efforts to continue to grow!
Action
We are committed to:
– Investing in our people and their experience at work
– Embedding ‘excellence’ into the way we work and getting things done
– Recognising and rewarding our people
– Building high performing teams
– Investing in training and development to grow capability
– Uplifting organisational capability and ways of working.
My direct leader is professional, respectful and always motivates me to work to the best of my ability.
Insights
The 2026 Annual Employee Satisfaction survey provides valuable insights into the experiences and perspectives of GRNSW’s workforce at a company level and at a departmental level.
What We Heard
As an employee group and organisation we are performing across all key touchpoints – Company, Leadership, Teams, Individual, Wellbeing and Diversity. With an overall satisfaction of 84%, these results reflect our ongoing commitment to our people.
What we also heard
Whilst these results help keep us on the right track to continue what is working well, we have also received the message that there are areas we can improve and that will remain important to us.
We ask that you partner with us in this process by providing ongoing positive and constructive dialogue. We ask that you invest in yourself, your team and your manager as we build a great place to work together. It takes our collective professional efforts and emotional stamina to deliver. Equally, celebrating what we deliver, saying thanks and shouting out the good news has been heard from this survey, and we will continue to build on that!
Survey Celebrations:
95% are motivated to ‘Get It Done’ and make a difference, with 93% committed to our strategic plan, highlighting strong engagement with GRNSW’s purpose and the industry.
91% say that their direct leader demonstrates respect at work. There has been a concentrated effort on leadership and this will continue.
88% say their direct leader addresses difficult situations with respect and professionalism, reinforcing our strong leadership results.
86% would recommend GRNSW as a great place to work, reinforcing its goal as an employer of choice, with 90% also valuing GRNSW’s benefits and perks.
86%
say their team is inclusive and they feel valued and respected. GRNSW invests in team building and the results indicate these efforts are having a positive impact.
Survey Opportunities:
76% say they have regular 1:1’s with their manager, while this result is a 12%increase from 2025, there is still room for further improvement.
76% say they are given opportunities to learn and develop, this is important at GRNSW, and we are committed providing these opportunities for growth.
77% say their senior leader keeps them informed of what is happening across the organisation, an increase of 2% from 2025. The launch of Engage will further strengthen communication across GRNSW.
78% told us that their workload is manageable which is consistent with the 2025 result. While this is a stable outcome, workload will remain an ongoing conversation through 1:1 conversations and performance appraisals.
Our results have provided valuable insight into how GRNSW is performing and where we can continue to grow. In response to this survey, we are committed to reflecting on what our people have told us and using these insights to deepen our understanding of the employee experience. Moving forward, we will build on our strengths to ensure we are delivering our best for our people, pups and participants.
*2025 data reconciled and provided for comparison with 2026 results.
Composition
Survey Composition
The Survey composition presents statistic representation of demographics, participation rate and overall satisfaction.
Workforce satisfaction
Prefer not to say
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.
What is a good eNPS score?
Results
Our people are important. Together, we can shape our future, grow stronger, and create a workplace we’re proud of.
Company Satisfaction
GRNSW
Company Feedback
Overall feedback on Company and Culture
Getting better
It has improved a lot
Positive culture
All good
Great company to work for
I feel greater collaboration across the Company would benefit all
Everything is good
At an interesting stage
Everyone pitching in
Pretty good
Some great people
Improved
Wonderful Good
Not bad
Could be better
Overall I am happy with how the company is progressing and the culture provided. I understand there have been many changes over the last few years and strongly believe the ELT is doing everything within its power to cover all facets on what could be described as many varying layers
Whilst culture has improved there still feels like a disconnect from the outcomes we are chasing and what we are given to achieve on a weekly basis. We are that reactive to everything that there is absolutely no planning into where we are heading as a team
Workload in CS can be high & priorities shift a lot. There is also limited visibility of what is happening across teams, with communication not flowing down from management. Focus on workload balance, clearer priorities and diversity of thinking would strengthen culture
An observed lack of transparency and trust across the organisation. We aren’t working towards the same big goals and I often observe people being too busy to help by working on things that aren’t high priority to the business and at the end of the day we should all lean in to help what’s most going to have an impact and push the dial of our industry forward
Highly invested culture. Team training and team building is amazing
Enjoy working with my colleagues and appreciate the culture. Team events and training days are a great bonus. The workload often feels excessive
Positive culture being promoted, steps been taken to ensure employee satisfaction and growth (social drinks/book club/activity days out etc)
Sadly, I think the culture is swiftly sliding back into something quite toxic. Communication leaves a lot to be desired
Very supportive and great people to be around
Great team to work with
This is a friendly and enjoyable place to work
A positive feeling when I come to the office. Everyone has been supportive since starting
Our department seems to go in cycles, at the moment I would say a lot of people feel unheard, unsure, unhappy & insecure about their employment. Secrets turn into message distortion & create uncertainty which in turn creates unhappiness.
Company is great culture is OK because some employees are more worried about whinging about things and having a stab at people then doing their work
GRNSW
Better than the position we were in 18 months ago. A team of leaders and ‘Do’ers”, who support us the people. I like the fact that we are not employees, but we are the team and the teamwork makes the dream work
I personally love my job and coming to work. However new changes implemented without discussion or communication to staff is disappointing and creates roadblocks in getting things done
Could be improved, too may people employed that don’t care about the values and bring everyone else around them down
I believe the culture is great. The team all get along and help each other whenever needed, a lot of laughter each day
It’s getting better but still a long way to go. A lot is said but not followed through in practice currently
I feel this is a good company, I would think performance management would strengthen the team
I have only been in the company for a short time however everyone has been very welcoming and supportive
Kennels need to be renovated to meet modern shelter standards
I think in the time I have been with the company it has improved greatly and continues to improve
There could be more communication within the team
Still going through changes but the changes are positive
Hard work is rewarded with hard work instead of praise or recognition
Culture is fine but needs some work like all companies
What company perks would you find valuable that support EVP (Employee Value Proposition)?
Comments themed. Overall, strong appreciation for the benefits and perks offered at GRNSW.
Tickets to event such as Easter Show
Finish early of a Friday once a month
Bonuses
This survey lays the foundation for us to take meaningful action that relates to our people and drive initiatives that make a real difference.
EMPLOYEE SATISFACTION SURVEY 2026
Leadership Satisfaction
My department’s senior leader keeps the department informed of
GRNSW
Leadership Feedback
Overall feedback on Leadership
Better than other
Improved a lot
Great
All good
Not bad
Wonderful
My direct leader is wonderful
Clear direction
Since starting a month ago, I have had lots of support about the industry and role
My manager is an incredible leader, other leadership within the welfare team however, lack her level of respect and accountability
Great to have a leader with similar traits who challenges me to be better, and vice versa
We have great leaders who support us every day
Every thing is good
Needs improvement across the business
I have a good relationship with my manager
Invested and consistent
Some of my leaders are great some others in the chain I fail to recognise what they actually do
I am very happy with my leader. He shows strong values and sets a high bar which is integral in this industry
Positive, supportive, approachable, and communicate clearly
Direct leader has been a refreshing change and empowers the team
I feel the direct leader has way too much on his plate to understand fully what we achieve daily
My direct manager is professional, respectful and motivates me to work to the best of my ability
Communication is lacking across the organisation The ELT may know about changes, but staff find out after they occur and affect them without consultation or input
Welfare leadership is fairly average at the moment. A lot of talking and not enough addressing the hard hitting issues the welfare department faces
The leadership is really great considering something can be quiet challenging to face they still face it and deal with it
I’ve worked with more equipped leaders before. There is a skill gap in leading self, before leading others
GRNSW
My experience has been a positive one, I am happy with my direct manager and the team I work in
Don’t feel the actual work I do is recognised and appreciated, recognition lies on small mistakes or what has been missed
Everyone’s portfolio is so big; it’s natural that things would fall through the cracks
Would like more regular communication from the top down, one on ones not happening
I think the leadership team is challenged in righting some of the large mistakes made by past management, but are the right cohort to deliver this work
Great leadership from my boss. Makes me feel valued, respected and part of the team
Once again only been in the business a very short time but my direct leader has been extremely welcoming and has provided support during my induction process
My manager’s leadership is very team oriented. He includes everyone, he is clear on expectations and always reasonable. Have heard other staff say they would like to work in the Ops team and I believe it is due to positive leadership
Clear direction from senior leadership, though support doesn’t always feel consistent. More visibility, knowledge about the business and consistency would help strengthen this
Leaders are trying their best. Its difficult when they have to lead staff that do not encompass the values and who do not respect them. It is also hard for our leaders as they answer to senior leaders who come in and change everything and don’t understand the company well enough to make positive changes. They also don’t support any development of skills for our leaders
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.
EMPLOYEE SATISFACTION SURVEY 2026
Teams
Team Satisfaction
Team Feedback
Overall feedback on teams
Great team
Supportive team
All good
We work very well together
Good
A bunch of legends, who get the job done
We have a wonderful team who support each other
Good team
Great team to be a part of
Fantastic and supportive
Work well together
Great bunch
A great team
I like working in my team
Professional, reliable
Awesome but some improvements
Wonderful
I enjoy working day to day with our team
Not enough of us kennel hands
Collaborative and respectful and I enjoy working with them
Great – need more staff as 3 people left and nobody has been replaced
With some personnel changes our team could be much better
I enjoy the team building outside the office to get to know our team members better
Good communication and relationships
Great team, supportive of each other and a pleasure to work alongside
Love working in my team. They are all fantastic
My team is dynamic however excludes staff from important changes or decisions
We have a very highly skilled team which works very harmoniously. We support each other very well in what can be a very demanding environment
My team is the reason why I push my self so hard. I feel they are underrated but collectively we understand the work load that we get through
The Ops team are dedicated, team oriented and a pleasure to be a part of
My direct team is collaborative, supportive and works well together. Across the wider department, there is an opportunity to improve communication and alignment
Some members of my team harbour resentment towards the business from their past experiences, and this mindset can be hard to be around sometimes
The GAP team has been supportive and willing to share their experience to set me up for success
The team I work in is great and I believe that we do good work under challenging circumstances
Excellent team members –more time on what’s important, training, being on the sane page, consistency and support across adoption days, more resources, not more paperwork
Majority do not embrace the companies values, dislike GRNSW and are self motivated only thinking of themselves. There is no respect
I really enjoy working with my team. We all get along well, and there’s a strong sense of transparency. Not afraid to ask questions
I really enjoy being part of the welfare team and value how we are growing as a team
Spread thin, hard working, under appreciated but work hard for the animals. I think the team is pushing through but burnt out
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.
Individual Satisfaction
GRNSW EMPLOYEE SATISFACTION SURVEY 2026
My role provides me a sense of accomplishment
I see myself working at GRNSW a year from now
Individual Feedback
What training and development do you consider is needed for you in your role?
More sharepoint training
Excited for more IT and AI training
Anything relevant, plus alternative pathways for promotion
Leadership training
Structured training / outside training in the area I work in
Ongoing access to modern dog behaviour and training resources is important
Leadership, regular refresher updates to assessment training at Western Sydney, media training
More professional knowledge
Possibly fibre terminations, PLC programming
None as we have been supported to improve our roles
I like how we are to encouraged to explore new skills that we wish to develop and importantly, how support is offered to acquire these skills/resources
First aid, forklift, PPE/ chemicals training, snake handling, dog behaviour, finance/ invoice or upskilling
Leadership, regular refresher updates to assessment training at Western Sydney, media training
More training to improve and potentially move into different roles or fill niches in the company. Would love to see some TAFE courses available
Team building
Basic WHS knowledge for a better understanding of legislation and compliance
Upskilling and increased responsibility
Candid, consistent and constructive feedback so I can adapt on the fly
Industry related conferences or courses being offered or occurring
Nothing specifically, but I am always happy to accept offers for further development and mentoring
Potentially to branch out and gain an understanding in more of the business. The thinking about not what is needed today but where we see ourselves in 5 years time
First aid
Customer Service and teaching of animal welfare guidelines
I believe that the individual should seek out training and development themselves to show initiative and desire
Additional upskilling through targeted external courses and relevant industry conferences
Only been in the role a few days so don’t have enough time in role to make a comment
Would be great to do some short courses and be part of yearly workshops
accredited dog training courses, medical training, physio/pain management
more training to improve and potentially move into different roles or fill niches in the company. Would love to see some TAFE courses available
GRNSW
What tools would improve your ability to do your job well?
Skid steer loader, new tipper
Something that would allow us to work from home once or twice a week
Upgrade of some of our machinery and trucks, we have spoken to our team leader who has given us authority to investigate further
Haven't found any at the moment
Waiting for a new laptop which will enable me to work more efficiently as my current laptop isn’t powerful enough to cope with the software I am using
Pretty well have everything needed
New tools to suit my trade qualifications
I feel we have the right tools to do our jobs well
Further training and access to new technology
Tracks maintaining the equipment
Upgraded machinery, innovation in technologies that allow us to document data better and collectively
Probably some resource support even if only a couple of days a week
SoP's
I am satisfied with the support and tools I am provided with Great tools already
I have all the necessary tools
Better use of systems to create more efficient workflows
Sufficient tools at the moment
GRC System
Central task management tool (Asana or Monday, Clickup) for tracking actions and deadlines, a compliance system would improve visibility and follow up. Something like Jira for approvals and requests would also help streamline process
More professional knowledge
Time, adequate daily staff, consistent stock of items, regular stocktake, access to digitalised dog records/ clock ins/notes, daily remedial massage (seriously)
Proper training
Better technology
Digital systems improved. Have raised this many times and gotten nowhere
Clear guidelines of the different processes
Further education or training programs more exposure to industry events
Better kennel set up to help the dogs make good choices ie choice to retreat and not be so exposed all the time. This can be done using visual barriers
Adoption bags like Western Sydney, merchandise (coats), banners, website change (Western Sydney dogs occupy adoption and sits at top), photographer support at adoption days
A bit more within the budget
Nothing specifically, I feel supported in my role and feel positively challenged everyday
Regular maintenance of facilities for safety and efficiency, proper quarantine kennels at the GAP facility
Individual Feedback
Overall feedback of your role – what do you value, what would you like to improve?
Space, time
All good
Clear direction on what we need to do
I value my ability to solve problems
Nothing
Value the culture of the company.
Around the administrative side
Value everything, no improvement
I love working with GRNSW
Improving my professional skills
I value the people in this organisation
More resources
I value the team i work with and how important the role is
I feel I have jumped into the role and getting work done at a good pace
No staff in the kennels, I value the dogs
I value that everybody gets to have their say but can improve on people actually making a change that kennel hands ask for
Optimise work flow, refine pay systems/processes, boost daily/ weekly morale, inclusion in decision making
Team standards as a whole team. I value flexibility and trust from above to manage my own workload/ time/schedule etc
I value working with the dogs on a daily basis,making each day better for them while they wait for their chance to find a forever home.
I feel well respected and resourced. I would like the wheels to turn a little faster but understand they cannot all the time
I feel my role is undervalued and that I am not being used or able to offer my real talents to the company
We have a great support system which in some places don’t on-going support when things are tough in you our life
Clearer goals, the time to work on things and complete a task before being given any other expectations
I value everyone and the job they do. I truly love my job and everything about it. no improvements at this moment
Depending on what role I am in, one role can be really stressful and frustrating, my other role I do can be hectic but good and a lot of other roles I enjoy
I value the feeling of accomplishment when completing tasks, would like to improve on the current workflows in place in order to make tasks easier
I value working alongside my direct leader to develop strategies and initiatives. I would like to improve the role by having greater oversight of our commercial spend
I really value my role and the opportunities it provides. It offers great exposure and valuable experience
I value team work, clear communication and leadership. Also finding greys their forever home. Nothing to improve at this stage
I value the work that I do and the impact it has on individual and industry
Clear processes would improve and clear direct from leadership
Overall feedback of your role – what do you value, what would you like to improve?
I would like resources for capital works to improve where possible. I value majority of my role and I like working with like-minded people to make a difference within business
I value the commitment to pet placement across the team and would like to see it more being consistent across the state with equal access to resources, training and visibility for regional team members
I value the role and work I get done in order to keep things flowing smoothly. I would like to improve the understanding of my role with other staff who do not value the role
Greater opportunity to better self
Ability to workshop new methods and equipment for safer more efficient track preparation
I would like to see an ai app, one that would track dog history, trainer, age starts, injuries occurred and severity track data when injury occurred (TDR/ penetrometer/weather) Recovery. Vet visits. A one stop shop so to speak
This role offers good exposure and variety. There is at times the opportunity to contribute across different areas. Clearer priorities and more consistency in scope of work would help improve overall effectiveness and delivery consistency
no clear daily job expectation, continually tasked to work outside role description, given responsibility for roles that are not mine, can’t do the main job cause doing everything else, no respect to the role position, no authority to the role position, can’t make any positive changes, hands tied
I value the overall sense of team and I believe over time the team will be a well oiled machine, we are still finding our feet to a certain extent. Personally I feel I need to work on my communication as it sometimes takes a back seat to getting the job done, which is my issue to improve
I value the opportunity my role provides to work at both a strategic and practical level, particularly in strengthening governance, risk and compliance frameworks in a way that is fit for purpose and genuinely useful to the organisation. I also value the trust placed in the role to lead complex and sensitive matters, and to provide independent, objective advice to support good outcomes for the organisation
I value helping the hounds, being a team member, supporting the team and working hard. I would like to improve welfare outcomes, quicker faster rehoming, and improving team culture by always being a happy face people can talk to. People are quickly worn down, and work very hard for no praise. A team which praises and gets recognition would work harder so I would improve that
I value that my skills and experience are recognised and utilised, I value the reputation I have within this industry based on what I deliver. I value the team as whole and their can do attitude and the combined ability we have
Any improvements I can make to better myself and skills I am open to
I value that my skills and experience are recognised and utilised. I value the reputation I have within this industry based on what I deliver. I value the team as a whole and their ‘can do’ attitude and the combined ability we have. Any improvements I can make to better myself and skills I am open to.
EMPLOYEE SATISFACTION SURVEY 2026
Wellbeing
Wellbeing Satisfaction
The culture at GRNSW is great. The team all get along and help each other whenever it is needed. We have a lot of laughter each day.
Wellbeing Feedback
GRNSW would love to hear some examples of how you care for your wellbeing with the $250 wellbeing quarterly payment
Flowers for my wife
Shopping
Sporting fees
Spent on hobbies
Gym and pool membership
Night away, massages
Groceries
Gym membership
It gets absorbed into paying bills
Healthy Food, Classes
Classpass membership
Holidays
New sneakers
Put it towards gym membership
Take the family out for dinner
Socialising
Healthcare
Weekends away
I bought a facial and massage
I spend it on massages
It goes to cost of living to help out
I bought work some clothes
I put it in savings
Gym, physio and sauna
Currently it is removing stress with cost of living
I use my wellbeing every quarter to pay bills and buy food for my family
Managing stress, practicing mindfulness, and staying positive
Regularly run and do Pilates which helps manage stress
Bought new decor for the house
I used the most recent payment to invest in shares
Taking the family for a day out, the odd massage
Helps me pay my bills!
This quarterly payment is used to receive physio sessions and pays for reading glasses
Remedial massage every now and then, regular chiropractor, massage gun
I haven’t received this yet but would think I would utilize this for sport and recreation activities
Cancelled my gym membership which I wasn’t using so now I don’t have to pay weekly for it
I am a single income household so the well being could go on anything from bills, clothes for me ever growing daughter, sensory toys or even school fees
Actually preferred it when it was the lump sum – even though this is very much appreciated, it just gets absorbed into the daily cost of living rather than spending it on something special, but every cent helps obviously, at least it doesn’t get spent on something silly
I would be able to maintain my vehicle better I would be able to maybe get some things for myself but I would definitely be able to spoil my children
Helps us with a family outing together or when my bill come in thanks for looking after our well being
I see a counsellor once a quarter just as a check in, I also regularly speak with my mentor, I also ensure that I spend time doing things that ensure I have peace of mind, like camping, golf or going to the shooting range
GRNSW
EMPLOYEE SATISFACTION SURVEY 2026
Wellbeing Overall Feedback
Good
Much improved
I’m good
It’s ok
Excellent
Very good
Great
Pretty good
Improving Alright
Its a great incentive
Love it
Well catered for
There’s always room for improvement
The money is useful and a good benefit
A lot of talk about wellbeing, yet to see it in practice
Improving, still room for improvement
I enjoy and value the way GRNSW prioritises staff welfare and wellbeing
I am well. The organisation is going through changes which are unsettling
GRNSW has some very good initiatives in this area
Mental wellbeing is not as well looked after as it perhaps should be
GRNSW offers strong programs that support employee wellbeing
Current climate I think is too tough to be able to say that you feel amazing about your wellbeing
I believe GRNSW has made a positive impact to wellbeing and should be commended
What I have witnessed so far is that GRNSW have a strong culture on wellbeing
Excellent. GRNSW is genuine and generous with its approach to wellbeing
Physical job = needs more health attention. Not enough to take care of mental health too
Good program, think examples should be given to people each quarter in the lead up as to what they could use the cash for
Overall, my wellbeing has been well supported, and I feel able to manage work demands while maintaining a healthy balance
Positive wellbeing promoted across the business, maybe more attention required for employees during stressful situations
Sometimes my own personal well being does seem much less of a priority than that of my partner or daughter. Being reminded to look after myself also brings the subject into my own mindfulness
So many staff work overtime (unpaid). Expecting staff to work events constantly and activations but not having enough staff to cover onsite. Employing the wrong people. No training for leaders so they can actually do the job right – expecting them to fix cultural problems but they can barely stay afloat with all the work they have there is no time to actually manage people. Senior management not supporting staff, just coming in and changing things they have no knowledge of
The culture at GRNSW is great. The team all get along and help each other whenever it is needed. We have a lot of laughter each day.
Diversity Satisfaction
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.
Gender shouldn’t be the first consideration. It should be merit based regardless of gender. ...not really there is definitely more male representation in leadership roles.
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.
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.
Diversity feedback
Overall feedback on diversity at GRNSW
Good
No issues
It’s covered well
All good
Ok
Balanced
Very good
Much to be desired
Very diverse
Improving
Excellent
Unsure
Doing great
Seems all good
Over rated
GRNSW is very diverse
Generally good, could be more diverse
This is a great part of the organisation
Inclusive and diverse workforce. Always there to help out when ever required
Diversity at GRNSW is one of the things we do very well
The organisation has a good focus on diversity
Most diverse place i have worked for
I believe it is good and there are no issues in this area
Seems good but others may differ. Depends on your circumstances
I think we have diversity covered well at GRNSW
I feel that companies celebrate diversity very well and is inclusive for all
I think it’s what makes us think outside the box
Diversity at GRNSW is well supported, with an inclusive culture that values different perspectives and contributions
I have not witnessed any occasions where diversity is used against an individual. I believe GRNSW has strong culture in this area
GRNSW is an excellent example of where gender plays no role
Great ideas are welcomed and valued – regardless of gender or background
GRNSW is the most diverse organisation I have ever been apart of. It’s a credit to us
There is an opportunity to improve diversity and representation across GRNSW. Focus on inclusion would only strengthen the business with different perspectives
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 Roadmap
June 2027 Mid Year Staff Event
December 2026 – January 2027
December 2026 Christmas Party
November 2026 International Men’s Day
November 2026 Mid-year appraisals
August
April 2027 Emerging Leaders program concludes
June
GRNSW
SATISFACTION SURVEY 2026
Action
Transitioning our Awareness into Action, continuing what we have commenced, with new Actions on the horizon.
Awareness
Respect@Work
Training and Development
Employee Benefits and Perks
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 remain committed to continued and clear messaging of our expectations towards Respect and building a cohesive culture we are proud of.
Team building and events were a hit in our survey and continue to receive ongoing positive feedback post our training days.
We also lifted in team and individual skills building that continue for 2026 and 2027.
It is acknowledge that GRNSW offers great ‘perks’ as part of our Employee Value Proposition.
These will continue.
Action
CONTINUE Respect Campaign
We will run an annual campaign in 2026 for Respect@Work.
CONTINUE Individual Training
Key skills development to be identified aligned to needs of the role or through 1:1 conversations.
CONTINUE Team events and Team Skills building
We will continue our team events and skills training days.
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.
CONTINUE Parental Leave Program
We will introduce a parental leave policy that provides flexibility for parents and a paid leave component by GRNSW.
GRNSW EMPLOYEE SATISFACTION SURVEY 2026
1:1 Conversations, feedback and mentoring
Awareness
1:1’s have increased.
As part of supporting individual performance and a culture of excellence, not only will we commit to 1:1’s but promote and recognise the day to day mentoring and counsel needed from managers.
Action
INVEST Regular 1:1
Lift consistency and promote mentoring and counsel in the day to day. Active and intentional day to day guidance.
1:1s will be coordinated via Employment Hero and Outlook systems.
NEW Emerging Leaders Program
Investing in the future leaders of GRNSW through a dedicated 12-month program that includes coaching.
CONTINUE Mentoring
We will equip managers with the tools to host quality coaching and mentoring conversations with their people. Crucial Conversations training was held in April 2026 and a Managers Handbook will be launched to provide ongoing support.
Ways of Working – ICT and GRC Improvements
ICT As committed in the strategic plan
Enable 15, iii, we will continue to 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.
GRC Keep us safe, professional, and effective.
Remuneration Framework
GRNSW implemented a remuneration model in July 2025. This provided transparency and clarity in what we can achieve and the associated remuneration. This was accompanied by clarifying job descriptions across the whole of organisation and loading them onto SharePoint for transparent access for all.
Ways of Working – ICT
NEW Dashboards
Significantly improve the visibility and transparency of metrics across the organisation.
CONTINUE SharePoint and Engage
Continue to provide training and support with improved use of technology. Continue to Embed Engage as a key tool for communication across the organisation.
GRC progress
NEW Employee policy handbook
Providing a ‘one stop shop’ for all policies.
CONTINUE SOPS
Providing clear ways or working for all.
CONTINUE Compliance
Providing clarity and securing our integrity in governance, risk and compliance. Keep us and the business safe.
CONTINUE Remuneration Model
We will review this model in June 2026 to ensure the model continues to be fit for purpose.
At GRNSW, this survey isn’t a box-ticking exercise. What we hear is reviewed, valued, and acted on.
‘Let’s get it Done.’
Steve Griffin CEO GRNSW
