Listening is part of who we are – it ensures every colleague is supported to thrive, develop professionally and fulfil excellence in their role.

Our core commitment is simple: Listen. Learn. Grow. Excel.

We combine quantitative data with rich qualitative insights to understand three vital questions:

• What is happening? Tracking organisational metrics and colleague feedback.

• How are colleagues experiencing work? Understanding lived experiences and day-to-day culture across our Trust.

• Why are we seeing these patterns? Uncovering the underlying drivers to create meaningful, lasting improvements.

Our Core Commitments To You:

• Listening with curiosity and respect: Value every perspective across all schools and roles.

• Learning from evidence and experience: Connecting survey data with real colleague stories.

• Acting on what we hear: Transparently sharing "You Said, We Did" outcomes.

• Celebrating success: Protecting and sharing effective practices that help colleagues flourish.

• Continuous improvement: Ensuring colleagues' voices directly shape organisational strategy and workplace culture.

How We Listen: The Three Pillars

To support every team member, our listening framework rests on three continuous pillars:

1. Listening Through Data (Termly TEP Census)

Three times a year, all colleagues complete the TEP survey. These regular "temperature checks" enable us to:

• Identify strengths and celebrate achievements promptly.

• Spot emerging themes early and address challenges proactively.

• Monitor the impact of Trust initiatives and support overall wellbeing.

2. Listening Through Experience (Colleague Voice)

We create structured, supportive opportunities to explore what helps colleagues thrive:

• Autumn – "You Said, We Did": Published in our Annual Impact Report to close the feedback loop and demonstrate how feedback directly influences decisions.

• Spring - Stay Conversations: Virtual focus groups (six to eight colleagues) across Greenwich, Croydon and Medway. These open, reflective dialogues focus on understanding what colleagues value most, what enables long-term retention and how we can best support professional development.

• Summer - Early Career Teacher (ECT) Voice: Dedicated sessions for ECTs to ensure new educators feel heard, valued, supported and equipped to build fulfilling, long-term careers at Inspire Partnership.

3. Listening Through Insight (Focused Conversations)

• School Insight Conversations (Autumn): Small focus groups exploring local context and data trends with targeted schools.

• Trust Theme Conversations (Spring): Cross-Trust exploration of key strategic topics such as workload, line management and positive behaviour support.

• Role Conversations (Summer): Deep-dive discussions with specific staff groups (e.g., Teaching Assistants, Middle Leaders, Office & Operations Staff) to ensure all roles are heard.

Listening at Every Level

Listening is a shared responsibility across our Trust:

Level	Lead responsibility	Key focus & purpose
Day-to-Day Conversations	Line Managers, Headteachers & Leaders	Immediate support, open dialogue and professional connection.
Local Community Councils	School Governance	Reviewing TEP data and providing supportive challenge to school leaders.
Trust Listening Cycle	Central Leadership & HR Team	Driving cross-Trust insight, strategic planning and cultural development.
People Committee	Trustees	Strategic oversight of retention, staff experience and organisational development.

Annual Listening Rhythm

• Autumn (Reflect & Understand): Publish Impact Report ("You Said, We Did") and conduct School Insight Conversations.

• Spring (Retain & Explore): Deliver regional Stay Conversations and Trust-wide Theme Conversations.

• Summer (Learn & Plan Ahead): Conduct ECT Voice and Role Conversations to inform priorities for the upcoming year.

What This Means for Prospective & New Employees

Joining Inspire Partnership means entering an environment where your voice matters from day one:

• Psychological Safety & Openness: Our Stay Conversations and feedback forums focus on constructive solution-finding ("What might help?") in a safe, confidential environment.

• Clear Induction & Support: Structured onboarding ensuring clarity around culture, professional expectations, and growth opportunities.

• Visible Action: You will clearly see how colleague voice leads to real improvements in workload management, resources, and career progression.