Strengthening Our Culture,
TOGETHER
2023 Engagement Pulse Survey Results
Overall Results
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Progress
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Why an Engagement Survey?
introduction
We Hear You
Results
Explore The Results
Scores
Your Feedback In Action
Overview
Revisit the 2022 Employee Engagement Survey Results to see the broader action plans.
Why An Engagement Survey?
Our shared success depends on attracting, developing and retaining the best talent. This means that as employee owners at all levels, we have a shared responsibility to ensure that our teams feel valued and motivated to excel in the work we do together. These surveys keep us accountable by helping the Office of the CEO, district management and employee action committees celebrate where we excel and focus on improving what matters most to you. We're happy to share that we're trending in the right direction as we continue to implement initiatives that matter to PCLers.
Thank you to the 3,712 PCLers who participated in the 2023 Engagement Pulse Survey.
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.
Our overall engagement score is trending up
Together, we’ve already built a strong foundation for cultivating career development. We’ll continue to support you with opportunities to progress your career, and further strengthen our culture of learning and career development. At an enterprise level, we recently enhanced our growth-driven career development programs by:
Your Feedback in Action
Launching seven new career toolkits to help you understand the roles and growth opportunities available. Rolling out Employee Central, a unified platform for managing your personal and professional information and helping you stay on track with your career goals. Identifying what’s working in our career development program and diagnosing room for improvement through the next phase of the HR Process Transformation project.
We’re thrilled these action plans are paying off. In only a year, we’re seeing improvement in how you feel about developing your career at PCL.
I feel I can bring my whole self to work including all parts of my background (gender, race, religion, disability, sexual orientation, etc.).
PCL’s future success depends on attracting, developing and retaining diverse talent. Our engagement surveys help measure our progress in making PCL more diverse, equitable and inclusive. This year's pulse survey results are promising and show improvement in our survey questions related to DE&I.
PCL has an inclusive work environment in which input is valued and appreciated.
I feel a sense of belonging at PCL.
PCL is 8% higher than the construction industry benchmark of 70%.
We’re continuing to support giving consistent and well-deserved recognition to all PCLers. We noticed last year that while recognition scores are improving, they remained low relative to other questions, and this directly impacts overall engagement. We’re showing we value and appreciate your contributions through a variety of recognition practices. We’ve been acting on your feedback by:
Creating new district-level opportunities to recognize the hard work PCLers do every day. Empowering you to further shape the future of our business with an employee referral program that leverages your personal networks. We’re supporting this by sharing recruitment speaking points in a fresh video format with the Each One, Reach One series. Providing supervisors with tools that make it easier to lead and recognize people. For example, improving our Foundations of Leading People course, updating a reference guide for supervisors and more.
This was one of our lowest scores last year, but our combined efforts have paid off — making this one of the most improved categories.
I am excited about PCL’s future.
engagement prospects
How happy are you working at PCL? + I would recommend PCL as a great place to work.
overall Engagement
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Question
result
I would recommend PCL as a great place to work.
Engagement
How happy are you working at PCL?
My manager offers flexibility in my job to meet work and personal needs.
manager
I feel I can bring my whole self to work including all parts of my background (gender, race, religion, disability, sexual orientation).
DE&I
I feel a sense of purpose in the work I do at PCL.
Purpose
I have good opportunities to learn and grow at PCL.
Learning and development
It would take a lot to get me to leave PCL.
stay and strive
belonging
My manager has had meaningful conversations about me and my career development in the last 12 months.
Employee health and mental well-being is strongly supported at PCL.
health and wellness
PCL continually improves work practices and removes barriers (via technology advancements, process improvements, etc.)
enabling work
I have sufficient influence and involvement in decisions about my job.
empowerment
I receive appropriate recognition (beyond my pay and benefits) for my contributions and accomplishments.
recognition
What’s Next?
Ask your district HRPD team whether there’s an Engagement Action Committee you can join and how you can get involved!
We’ll continue to provide you with progress updates about the tangible changes we make across our company. With your input, we’ll continue to celebrate where we excel and focus on improving the opportunities that matter most to you. We’re proud of our accomplishments and the outstanding culture we’ve built together. Thank you for helping to celebrate successes and identify opportunities to improve — so we can continue to build a workplace as exciting as the projects we build in our communities.
What's Next?
Continuing to participate in surveys and share your feedback with us. Joining your district’s Engagement Action Committee (if applicable). Sharing solutions whenever possible to promote progress. Revisiting the 2022 Employee Engagement Survey Results to see the broader action plans.