Why An Engagement Survey?
The goal of PCL’s Employee Engagement Survey is to give PCLers an opportunity to provide feedback about their workplace experiences. With this information, we can develop strategic action plans to improve key areas at the corporate, sector and district levels. The scores also demonstrate the measurable progress our teams have made.
Stats
3,362
Survey Responses
Leadership Messages
Comments
3,741
of salary PCLers participated
81%
DAVE FILIPCHUK
President and CEO
HARMONY CARTER
Vice President, People and Culture
Thank you to the 3,362 PCLers that participated in the
2022 Employee Engagement Survey.
2022 Engagement Survey Results
Overall Results
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DAVE FILIPCHUK
President and CEO
We want you to reach your full potential at PCL and feel good about the work you do. Your feedback in the Employee Engagement Survey gives us a better understanding of what motivates and inspires you to be your best. These insights guide PCL as we continue to make improvements to our workplace.
When you’re doing meaningful work that you enjoy, your enthusiasm fuels our innovative, collaborative culture. My goal is to foster a rewarding workplace where we all contribute to PCL’s success — success we share as employee owners.
HARMONY CARTER
Vice President, People and Culture
Based on your survey feedback we’ve identified areas to improve to ensure we improve engagement at PCL.
We Hear You
section
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Following previous surveys, we identified opportunities for action and improvement. We’ve made some significant progress since our last comprehensive survey in 2018.
Progress
section
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The results are in, and the scores show that we are excited for PCL’s future and are proud to be a part of this organization. As employee owners our feedback is so valuable to contribute to building an organization that we’re happy to be a part of.
Results
section
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Why an Engagement Survey?
introduction
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Question Results
Most of the questions have increased in score since the last pulse survey.
Most Improved
PCL continually improves work practices and removes barriers
(via technology advancements, process improvements, etc.).
Top Scoring
I would raise my concerns if I witnessed or was asked to
do something illegal, unethical, inappropriate or against my
personal beliefs.
Lowest Scoring
Recognition is applied consistently throughout this organization.
2018
57%
2022
64%
+7%
2018
62%
2022
76%
+14%
2022 Engagement Survey Results
Results
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Based on your survey feedback we’ve identified areas to improve to ensure we improve engagement at PCL.
We Hear You
section
click to view
Following previous surveys, we identified opportunities for action and improvement. We’ve made some significant progress since our last comprehensive survey in 2018.
Progress
section
click to view
The results are in, and the scores show that we are excited for PCL’s future and are proud to be a part of this organization. As employee owners our feedback is so valuable to contribute to building an organization that we’re happy to be a part of.
Results
section
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Why an Engagement Survey?
introduction
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View all results
2018
91%
2022
92%
+1%
Career Development
Insights
These scores have room for improvement and we’re committed to cultivating career development. Leveraging our strong foundation, we will enhance career management programs that focus on career growth, opportunities, and highlight supports available for PCLers to progress their careers.
67%
PCL effectively communicates career opportunities.
I have good career opportunities with PCL.
74%
I have good opportunities to learn and grow at PCL.
78%
The mentorship I receive at PCL is effective.
71%
of PCLers complete career development discussions annually
80%
positions with Career Toolkits
250+
2022 Engagement Survey Results
We Hear You
Next
back
Based on your survey feedback we’ve identified areas to improve to ensure we improve engagement at PCL.
We Hear You
section
click to view
Following previous surveys, we identified opportunities for action and improvement. We’ve made some significant progress since our last comprehensive survey in 2018.
Progress
section
click to view
The results are in, and the scores show that we are excited for PCL’s future and are proud to be a part of this organization. As employee owners our feedback is so valuable to contribute to building an organization that we’re happy to be a part of.
Results
section
click to view
Why an Engagement Survey?
introduction
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feature comment
“I feel I have great career opportunities within PCL but have not had the exposure to discuss this further with management.”
Check out opportunities across PCL on the Internal Job Board.
view the job board
Total Rewards
Insights
We will continue our momentum to build clarity and understanding around our total rewards programs and how employees are evaluated and rewarded.
69%
My total rewards are appropriate for my role.
PCL’s employee benefits (vacation, leaves, medical, dental, retirement/savings plan, etc.) meet me and my family’s needs.
81%
My performance has a significant impact on my total rewards (salary, bonus, share eligibility).
71%
I understand PCL’s approach to total rewards (salary, bonus, share ownership, benefits, etc.)
80%
2022 Engagement Survey Results
We Hear You
Next
back
Based on your survey feedback we’ve identified areas to improve to ensure we improve engagement at PCL.
We Hear You
section
click to view
Following previous surveys, we identified opportunities for action and improvement. We’ve made some significant progress since our last comprehensive survey in 2018.
Progress
section
click to view
The results are in, and the scores show that we are excited for PCL’s future and are proud to be a part of this organization. As employee owners our feedback is so valuable to contribute to building an organization that we’re happy to be a part of.
Results
section
click to view
Why an Engagement Survey?
introduction
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PCL is launching an employee total rewards portal this year to continue to provide accessible information and increase transparency.
of departed
PCLers listed total rewards as a contributing factor.
40%
views of the Salary and Bonus Learn2Go videos this year
400+
We subscribe to several accredited salary surveys for accurate construction and general industry comparables.
insight
Recognition
Insights
While recognition scores are improving, they remain low relative to other questions and have a high impact on engagement. We will provide more tools, education and resources to offer consistent, and well deserved recognition to all PCLers.
64%
Recognition is applied consistently throughout this organization.
I receive appropriate recognition (beyond my pay and benefits) for my contributions and accomplishments.
69%
I feel valued and appreciated for my contributions to this organization.
71%
2022 Engagement Survey Results
We Hear You
Next
back
Based on your survey feedback we’ve identified areas to improve to ensure we improve engagement at PCL.
We Hear You
section
click to view
Following previous surveys, we identified opportunities for action and improvement. We’ve made some significant progress since our last comprehensive survey in 2018.
Progress
section
click to view
The results are in, and the scores show that we are excited for PCL’s future and are proud to be a part of this organization. As employee owners our feedback is so valuable to contribute to building an organization that we’re happy to be a part of.
Results
section
click to view
Why an Engagement Survey?
introduction
click to view
feature comment
“It's up to the local team and department to setup practices for recognition. Our team does well, but does the higher level, department/'organization'? The company recognizes employee anniversary's/years of service. The department recognizes milestones in town halls - but is that enough?”
insight
Recognition was mentioned 341 times in the survey comments.
of employees would stay with an organization longer if they were given more appreciation and recognition.
53%
Construction Industry Recognition Benchmark
69%
Construction Industry Recognition Benchmark
69%
All 2022 Results
I would raise my concerns if I witnessed or was asked to do something illegal, unethical, inappropriate or against my personal beliefs.
raise concerns
92%
How happy are you working at PCL? + I would recommend PCL as a great place to work.
overall
Engagement
81%
label
Question
result
I would recommend PCL as a great place to work.
Engagement
82%
How happy are you working at PCL?
Engagement
80%
I know where to take my concerns if I witnessed or was asked to do something illegal, unethical, inappropriate or against my personal beliefs.
Code of Conduct
92%
I have a good understanding of the health and safety rules and procedures at PCL.
Safety Rules
89%
I value and see benefit in PCL’s share program.
Share Program
88%
We do not work in unsafe ways, even in order to meet deadlines or reduce costs.
Safety Culture
88%
My manager demonstrates safety leadership.
Safety Leadership
87%
I am proud to be a part of this organization.
Brand Pride
87%
As an employee owner, I feel responsible for PCL’s business results and financial success.
Ownership
86%
PCL and its leadership are committed to ethical conduct in all aspect of our operations.
Ethical Conduct
86%
My manager offers flexibility in my job to meet work and personal needs.
Manager
Flexibility
85%
I am excited about PCL’s future.
Engagement prospects
85%
I have confidence in my district management.
Senior Leadership
84%
This organization has an excellent reputation in our local community.
Brand
83%
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2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
I feel I can bring my whole self to work including all parts of my background (gender, race, religion, disability, sexual orientation).
Diversity, Equity
and Inclusion
83%
17
This is a socially responsible organization.
Brand
83%
18
PCL’s employee benefits (vacation, leaves, medical, dental, retirement/savings plan, etc.) meet me and my family’s needs.
Total Rewards
81%
19
I would recommend my manager to others.
Manager
Recommend
81%
20
I have confidence in the Office of the CEO and regional executives.
senior Leadership
81%
21
This is an environmentally responsible organization.
brand
80%
22
I am satisfied with how PCL senior leaders provided guidance that supported our ongoing success through the pandemic.
senior Leadership
80%
23
I feel a sense of purpose in the work I do at PCL.
Purpose
80%
24
Where I work, we feel part of a team that works together.
collaboration
80%
25
I understand PCL’s approach to total rewards (salary, bonus, share ownership, benefits, etc.).
total rewards
80%
26
My district management is appropriately visible and accessible to employees.
senior leadership
79%
27
PCL is considered one of the best places to work for someone with my skills and experience.
brand
79%
28
PCL has an inclusive work environment in which input is valued and appreciated.
Diversity, Equity
and Inclusion
79%
29
I understand how my personal and performance goals contribute to my department and district’s goals.
goals
79%
30
Internal communications are timely, clear and easy to understand.
internal
communications
79%
31
My district management does a good job communicating with employees.
senior leadership
79%
32
I have the resources I need to do my job well.
work resources
79%
33
My manager recognizes my efforts and results.
recognition
78%
34
PCL has a great culture.
culture
78%
35
I have good opportunities to learn and grow at PCL.
opportunities
78%
36
PCL inspires me to do my best work every day.
engagement
- strive
78%
37
Mentoring is strongly supported at PCL.
mentorship
77%
38
The information I see on Connects, Friday Digest, email, etc., makes me feel connected to PCL.
internal
communications
77%
39
I feel a sense of belonging at PCL.
culture
77%
40
The Office of the CEO and regional executives do a good job communicating with employees.
senior leadership
76%
41
Employee health and mental well-being is strongly supported at PCL.
health
and wellness
76%
42
My manager has had meaningful conversations about me and my career development in the last 12 months.
career
development
76%
43
It would take a lot to get me to leave PCL.
engagement
- stay
76%
44
PCL continually improves work practices and removes barriers (via technology advancements, process improvements, etc.)
barriers
76%
45
My manager provides me with feedback that helps me improve my performance.
feedback
75%
46
My manager sets clear expectations and goals with me.
expectations
75%
47
I have sufficient influence and involvement in decisions about my job.
empowerment and
influence
75%
48
My performance is evaluated fairly.
performance
evaluation
74%
49
I understand how my performance is evaluated.
performance
evaluation
74%
50
I have good career opportunities with PCL.
career opportunities
74%
51
I understand what is required to advance in this organization.
career
requirements
72%
52
I am able to integrate my life and work commitments.
work-life
Integration
72%
53
My work-related stress is manageable.
Health
and wellness
71%
54
The mentorship I receive at PCL is effective.
mentorship
71%
55
I am confident that appropriate action will be taken as a result of this survey.
action
71%
56
I feel valued and appreciated for my contributions to this organization.
recognition
71%
57
My performance has a significant impact on my total rewards (salary, bonus, share eligibility).
total rewards
71%
58
My total rewards are appropriate for my role.
total rewards
69%
59
I receive appropriate recognition (beyond my pay and benefits) for my contributions and accomplishments.
recognition
69%
60
PCL effectively communicates career opportunities.
career opportunities
67%
61
Recognition is applied consistently throughout this organization.
recognition
64%
62
2022 Engagement Survey Results
All Results
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