November 2024 Pulse Survey Results

Overall Impressions:

• Employees appreciate working at WHOI, highlighting a supportive and enjoyable environment when in the right group. Positive sentiments about the mission, benefits, and work-life balance are prevalent.

Positive Aspects:

1. Collegial Environment: Many commend the friendly and intelligent colleagues, noting strong teamwork and collaboration.
2. Interesting Work: The work conducted is seen as valuable and impactful for society, with opportunities for intellectual freedom.
3. Supportive Community: There's a sense of pride in the organization’s mission, and many enjoy the fulfillment that comes from their work.

Challenges and Concerns:

1. Administrative Inefficiencies: Numerous frustrations stem from outdated and ineffective business systems (e.g., Streamlyne, COGNOS, Workday), which increase workload significantly for admin staff.
2. Support and Leadership Gaps: Many feel there has been a decline in support from higher administration, with issues like promotions, housing, and work-life balance persistently unaddressed.
3. Compensation and Workload: Concerns about lower pay compared to other institutions, high workload, and a stressful environment are common. There is also a feeling of inequity among technical and administrative staff.
4. Onboarding Issues: New employees report a lackluster onboarding experience, characterized by poor communication and access issues.
5. Silos and Lack of Collaboration: There are frustrations regarding departmental silos, with some feeling that productive collaboration and communication across teams are hindered.

Mixed Feedback:

• While employees express overall satisfaction, many emphasize the variability of experiences based on department and leadership. There are significant differences in culture and workload management across the institution.

Conclusion: While WHOI is generally regarded as a rewarding place to work with a strong mission and camaraderie among staff, there are pressing concerns about administrative inefficiencies, compensation, and leadership that need to be addressed to enhance employee satisfaction and organizational effectiveness.

1. Human Resources Enhancement:

• Improve the structure of the HR department for easier interaction and support.
• Implement mandatory training for supervisors on effective management practices.

2. Workload and Burnout Management:

• Address high workloads to prevent burnout and improve work-life balance.
• Promote transparency regarding compensation, promotions, and workload expectations.

3. Housing Support:

• Develop solutions for the housing crisis on Cape Cod to assist employees in securing affordable accommodations.

4. Administrative Efficiency:

• Streamline administrative processes and enhance communication regarding policies and procedures.
• Revise and improve the implementation of software systems (e.g., Workday and Streamlyne) to enhance usability and reduce workload.

5. Compensation and Benefits:

• Ensure competitive salaries that match the cost of living in the area.
• Consider additional support for entry-level positions and technical staff.

6. Staff Support and Resources:

• Increase staffing levels to allow for a more manageable workload.
• Provide better onboarding experiences and basic equipment for remote employees.

7. Improved Team Dynamics:

• Foster better connections between management and staff to ensure that employee needs and feedback are heard.
• Encourage more inclusive practices that respect and value all employees regardless of their positions.

8. Support for Professional Development:

• Allocate funding for professional development opportunities and foster a culture of learning and growth.

9. Community and Culture Building:

• Promote collaboration across departments to build a stronger community and enhance morale among staff.
• Organize more community-building events and encourage interactions between different groups.

10. Future Planning and Policy Clarity:

• Foster clear communication about organizational changes and future planning.
• Clarify job expectations and promotion processes to ensure transparency and fairness.

These suggestions reflect a desire for more supportive systems, better management practices, and resources to foster a healthier work environment.