At the end of June 2020, we undertook a COVID-19 Pulse Survey to find out if employees felt supported and informed during lockdown.

1226 people from across the organisation completed the survey, providing their thoughts on wellbeing, working arrangements, management & leadership and communication.

We'd like to thank all those who took part. Your views are extremely important.

Next steps

A series of employee focus groups will be held in August to explore the key issues raised by the survey. The outcomes from these groups, alongside the results of the pulse survey and last year's employee engagement survey, will form the basis of an action plan.

The plan aims to strengthen our culture, so every employee has the support and information needed to thrive. To make that happen, we need everyone to buy-in to the plan, which will be shared with employees at the start of autumn.

If you have any questions, please email the Programme Management Office.

Programme Management Office
  1. Table of contents

Completed responses

Overall 1226 of employees filled in the COVID-19 Pulse Survey. Of those who completed the survey:

ServiceNumber of responses
Children's Services287
Corporate & Housing Services554
Development Services203
Social Work Adult Services171


I know where to go for support about my health, safety and wellbeing

80.9% of respondents said they know where to go for support about their health, safety and wellbeing, 11.1% were unsure, and 8.1% said they don't know.

If you need support with your health, safety or wellbeing, please visit our wellbeing pages.

AnswerNumber of responses
Strongly agree350
Neither agree or disagree136
Strongly disagree18

Key points from the feedback given include:

  • Desire for more online wellbeing content
  • Too much information on the employee guidance page, which was overwhelming for some
  • General lack of genuine management support about employee wellbeing
  • Lack of recognition that employees deserve a good work/life balance

Working arrangements

Are you working from home, or coming into the workplace?

Of the 11% who stated 'other' the top three most common ways of working are:

  • Working a 50/50 split (61%)
  • Home - unable to work (22%)
  • In the community (10%)
AnswerNumber of responses
Mostly home881
Mostly workplace210

What are the top three challenges you face working from/being at home?

Of those who work from/are at home, the top three challenges are:

  1. Social isolation
  2. Access to tools or information to do my job from home
  3. Communications with colleagues
AnswerTotal for each choice
Social isolation401
Access to tools or information to do my job from home380
Communications with colleagues330
Physical workspace283
Keeping a regular work schedule201
Distractions at home193
I don't face any challenges135
Internet connectivity119

What are the top three challenges you face coming into your workplace?

Of those who come into the workplace, the top three challenges are:

  1. Concerns about being exposed to coronavirus
  2. Concerns about spreading coronavirus to my family
  3. Availability of protective equipment
AnswerTotal for each choice
Concerns about being exposed to coronavirus162
Concerns about spreading coronavirus to my family150
Availability of protective equipment85
Working differently45
Communication with colleagues42
My physical workplace40
I don't face any challenges21
Travel to or from work7

As lockdown eases, working from home may become part of a new working pattern for some roles in the Council.

AnswerNumber of responses
All week223
Three days338
Four days140
Two days or less280

Key points from the feedback given include:

  • Need for more clarity around how we will work moving forward
  • Some workplaces have remained open during lockdown with lack of guidance on how to work safely
  • Better direction from leadership on what our next steps will be
  • For some working from home is a struggle; for others, a success

Leadership & Management

How could we better support you at this time?

25.7% of respondents said better management and leadership, 17.8% said better communication, and 10.9% said no further support was needed.

AnswerNumber of responses
Management & Leadership282
None required120
Homeworking equipment90
Working arrangements76
Work/life balance47
Teamwork and collaboration42
IT systems34
Health & Safety30
Financial support/compensation20
Value and recognition20
Job security3

I have enough contact with my line manager/supervisor/chargehand

74% said they have enough contact with their line manager/supervisor/chargehand, 13.5% said they don’t and 12.4% neither agree nor disagree.

AnswerNumber of responses
Strongly agree464
Neither agree or disagree152
Strongly disagree65

Key points from the feedback given include:

  • Lack of leadership at the start of the crisis
  • The knowledge and experience of employees (at all levels) was not fully utilised – and in some cases ignored
  • There was a lack of understanding of people's personal circumstances
  • Not all employees got the opportunity to work from home even when it was a viable option


The communications I have received have been helpful and reassuring

61.5% said the communications they'd received were helpful and reassuring, 18.6% said they weren’t, and 19.8% neither agree nor disagree.

AnswerNumber of responses
Strongly agree254
Neither agree or disagree281
Strongly disagree63

I am kept up-to-date and well informed about Falkirk Council’s response to this situation

61.5% said they were kept up-to-date and informed about our response, 18.6% said they weren’t and 19.8% neither agree nor disagree.

AnswerNumber of responses
Strongly agree228
Neither agree or disagree241
Strongly disagree65

My team are communicating well and staying connected

72.8% said their team were communicating well and staying connected, 13.7% said they weren’t, and 13.4% neither agree or disagree.

AnswerNumber of responses
Strongly agree385
Neither agree or disagree166
Strongly disagree49

Key points from the feedback given include:

  • More information needed regarding future working arrangements and recovery planning
  • Employees want to contribute to modernising the way the Council works but need up-to-date information to do that
  • General lack of team meetings across the board
  • Better communication would make employees feel valued