National Grid bullying

13 December 2011

The situation is so serious some form of industrial action can't be ruled out if the company does not seek to change management culture says GMB

A GMB survey of staff working for National Grid in the North West shows a workforce which is demoralised, pressurised and disillusioned about the company they work for. The staff are employed by National Grid across the region including in Liverpool, Manchester, Bolton, Wigan, Preston, Blackburn, Oldham, Stockport and Blackpool.

GMB consider that the ultimate responsibility for causing this situation lies at a senior level within the business. GMB also considers that senior managers have the ultimate responsibility for resolving the problems identified.

The survey makes clear the low morale, bulling and feelings of being undervalued by a company which does not listen to them. It is also revealed that some local managers, who are seen by the workforce as responsible for many of the problems, operate in a culture set by senior management which sets intolerable pressures on all employees below senior level.

The survey was undertaken as a response to persistent complaints from GMB members at National Grid about local managers ignoring agreements and impose changes without consultation or negotiation.

The main findings of the survey are as follows (see 'Notes to Editors' for the full survey results):

· 85% of respondents believe there is a bullying management culture in National Grid.

· 90% said that they felt pressurised into increasing productivity, by (for example) working excessive and/or unsocial hours.

· The same proportion of respondents also believe that personal auditing by a third party is too excessive.

· Less than half of those responding thought that National Grid is a good place to work.

· 95% of respondents felt that the results published about the company's own engagement survey are not representative of employees' attitudes and opinions.

· 15% of respondents believe that National Grid has taken any positive action from their engagement surveys over the past few years.

· Altogether, 65% of respondents said that they did not feel engaged by National Grid.

· Over 85% said that they feel not valued feel valued by National Grid

· Over 90% said that morale is believe that morale is not good amongst National Grid employees

· A total of over 60% said that they were not optimistic about the future of National Grid

· believe your future opportunities with National Grid look good

· About 70% in total believed that their future opportunities with National Grid are not very good.

· Only 10% said that there is a positive management culture in National Grid

Brian Derbyshire GMB Organiser said, “GMB members have for some time, felt the impact of National Grid's intimidating tactics and practices'. Everyday GMB members attend work in a state of fear, knowing that any slight mistake will be dealt with very harshly.

GMB members provide a first class emergency service, often on occasion, under extreme and challenging circumstances.

Safety of the public is paramount.

National Grid in the North West must engage in meaningful and constructive dialogue to avoid any future industrial relation problems.

The situation is so serious that GMB cannot rule out some form of industrial action.”

Notes:

GMB Survey Results extracted from GMB Bulletin

The National Grid workforce responded with a clear message

7. GMB received an overwhelming response to the survey, with hundreds of members returning a completed questionnaire.

8. It was apparent that the national shop stewards were absolutely correct to be concerned about the effect of National Grid's management style on GMB members. It's very clear that all is not well at National Grid. In response to a series of questions with a straightforward “yes” or “no” option:

85% of those who responded think there is a bullying management culture in National Grid.

90% said that they felt pressurised into increasing productivity, by (for example) working excessive and/or unsocial hours.

The same proportion of respondents also believe that personal auditing by a third party is too excessive.

Less than half of those responding thought that National Grid is a good place to work.

9. The feedback from our members also showed, beyond doubt, that GMB's shop stewards were absolutely right to be sceptical about the integrity of the company employee engagement survey:

95% of those who responded to GMB feel that the results published about the company's engagement survey are not representative of employees' attitudes and opinions.

Only 15% of respondents think that National Grid has taken any positive action from their engagement surveys over the past few years.

10. Members were also asked a range of seven questions which involved them evaluating their feelings and beliefs about the company on a scale of 1 to 5, where a score of 1 = not at all, through to 5 = very. The responses to the questions, which follow below, were very revealing:

Do you feel engaged by National Grid?

Altogether, 65% of respondents replied either “not at all” or “not very”.

Do you feel valued by National Grid?

Over 85% in total replied either that they feel not valued at all, or not very valued.

Do you believe that morale is good amongst National Grid employees?

Over 90% replied that morale is either not at all good, or not very good.

Are you optimistic about the future of National Grid?

A total of over 60% replied either “not at all” optimistic, or “not very” optimistic.

Do you believe your future opportunities with National Grid look good?

About 70% in total believed that their future opportunities either look “not at all” good, or “not very” good.

Do you believe there is a positive management culture in National Grid?

Only 10% replied “yes”, compared to a combined total of over 70% evenly split between “not at all” and “not very”. There was only a solitary reply from one individual who believed there is a very positive management culture!

Do you believe that management in the North West are committed to make it a great place to work?

Only two individual replies were of the opinion that management in the North West are committed to make it a great place to work. 45% of those who responded said “not at all”, with a further 35% answering “not very”.

11. These results should make very uncomfortable reading for National Grid senior management. The responses were consistently negative across the whole range of issues on which our members were asked to evaluate the company. In particular, to see an almost complete absence of positive feedback about local management must be extremely worrying.

12. Below are a sample of comments made by individuals specifically about the subjects of the seven questions referred to in paragraph 10 above.

Feeling engaged:

“The 'them and us' divide has never been greater than it is now. It seems all management want to do these days is beat us with their sticks. A workforce laden with fear is not a productive workforce.”

Feeling valued:

“Employees no longer feel motivated. National Grid seems bent on making it as unpleasant as possible to come to work.”

Morale:

“The morale of the workforce is at an all time low due to excessive auditing, never-ending changes in working practices and the feeling that any mistake will be punished at the highest level.”

Feeling optimistic:

“With more than 30 years with this company, this is the worst I have known it. No value, no compassion and a blame culture within the management structure. Morale at an all time low. Do I feel optimistic about this once great company? Absolutely NO!!!”

Opportunities:

“People are wishing their lives away to get to 55 so that they can get out of the company. These men are a great loss to the company, and are leaving because of the pressures being put on them by audits and the lack of a work life balance. The company should be keeping these loyal employees until they are 65.”

Positive management culture:

“How can there be a positive management culture when managers are hell bent on suspending, disciplining and sacking the workforce? It's like managers are trying score points over each other about who can discipline the most.”

A great place to work:

“I have worked for National Grid for 35 years. In that time I have gone from working in one of the best companies in the world to one of the worst. Nowadays you're just a number. I have 2 years to go and I cannot wait to leave”.

GMB members feel intimidated, under constant scrutiny and intolerable pressure

13. A significant number of members also took the time to respond in great detail to the invitation to make other comments about their experience of working for National Grid. In fact, the majority of respondents voluntarily added comments, which gave additional and valuable information on the mood and feelings of our members.

14. It is very unusual for such a high number of those who are responding to a survey questionnaire to take the time and trouble to include a detailed commentary. The fact that some many did so on this occasion clearly reflects the depth of concern that exists amongst the workforce about their current work circumstances at National Grid.

15. Coupled with the almost completely negative responses to a wide range of specific questions, as described above, the general comments expressed by many members represent a wake-up call to the company's senior management. They should leave nobody under any illusion - the workforce say they feel under continuous pressure on a day-to-day basis, with many making a specific reference to the fear of disciplinary action which seems to exist amongst the workforce.

16. Many comments referred to the perception that the disciplinary process is used as a stick to bully and pressurise employees.

“Over the past 3 or 4 years the management appear to be looking for scapegoats for every little thing that may be wrong.”

“I'm disgusted that the management go to disciplinary procedures at the drop of a hat. Employees are scared stiff in case a mistake is made.”

“I feel very threatened during the course of my everyday duties and find concentrating difficult, because doing the most minor thing wrong can result in disciplinary action and possible dismissal! You can cut the tension with a knife.”

17. Another issue frequently highlighted was that of work-life balance. A lot of respondents commented that there appears to be no understanding amongst management that they have families and are entitled to a life outside of work.

“There is no work life balance. No matter how much standby or extra working you do, management always want more. This is coupled with a disgusting disregard for your feelings, demonstrated by statements like 'if you don't like it, go and work somewhere else', after years of loyal service.”

“The management don't care about our well-being or our concerns, and they certainly couldn't give a damn about our home life. Work-life balance? They must be joking!”

18. The workforce understand the need for scrutiny of the work. However, they were highly critical of the nature and frequency of the audits that they are subjected to. For long-standing employees who are thoroughly competent and experienced, this is a particular bone of contention. They feel that management don't trust them to do their jobs. The constant scrutiny was also identified as a cause of stress that affected employees even when they were away from work.

National Grid's Management Culture

19. On the basis of the evidence from our survey, and the comments by individuals quoted above, it would be easy to reach the conclusion that our members' problems at work are caused solely by the attitudes and intransigence of some local managers. However, GMB rejects such a superficial analysis. We recognise that the root of the problem lies much deeper.

20. The results of the survey have been the subject of much discussion amongst our national shop stewards. We have also held discussions with National Grid managers about the pressures they are under, and the expectations placed upon them by senior management. These discussions, coupled with the analysis of our survey results, have led us to conclude that a very unhealthy management culture now prevails throughout the company. This management culture has created the conditions which have allowed, indeed required, managers to heap pressure upon the employees on their watch. It's a culture which has been set at the top and has pervaded many areas of the company's management structure.

21. This culture impacts negatively on our members through the actions of local managers who can't rely on support from above, who may lack an understanding of the agreements made with the trade union nationally, or be implicitly encouraged to ignore or ride roughshod over those agreements in order to “get the job done”. Management at this level are also routinely using the disciplinary process as a method of intimidating the workforce by generating the climate of fear which our survey has revealed. It is unworthy of a company of the stature of National Grid, with the vast resources it has at its disposal, to lose sight of the true purpose of any disciplinary process. This is to encourage, maintain and improve the standards of performance amongst the workforce, not to cow them into submission by imposing harsh sanctions and threatening their livelihoods.

22. The end result is a workforce which is demoralised, pressurised and disillusioned about the company they work for. The ultimate responsibility for causing this situation lies at a senior level within the business, and the ultimate responsibility for resolving this lies there too.

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