Every six months, we use the eNPS tool in Bamboo HR to measure employee satisfaction and engagement. It provides a simple way to gauge overall feeling, track trends over time, and identify areas for improvement.

In our latest survey (December), we received significant positive feedback with an eNPS score of 49, another very strong result. We had 75 promoters, 32 neutral responses, and only 15 detractors.

The top five things you appreciate most about working at Fosters are:

1.         Our culture

2.        The people you work with

3.        Our sense of community

4.        The workplace atmosphere, and

5.        Leadership.

This reflects the awesome team we have and the effort we all put into making Fosters a great place to work.

Over the past five surveys, we have received valuable feedback - both positive and constructive - that has helped shape our workplace. To ensure your voices are heard and acted on, we are taking the next step by openly responding to the key themes raised.

Further to this, we will be holding another Fosters Forum in March, providing opportunity for open discussion on these or any other matters, positive or constructive.

I want to take this this opportunity to thank you for your ongoing engagement, your feedback makes a real difference.

1.  Workplace culture & communication

1.1.    Gossip and workplace culture

We’re aware that gossip and negative behaviour can impact the culture on some sites, making them less enjoyable places to work. This is not the kind of environment we want for anyone at Fosters.

Our workplace culture is built on engagement, inclusiveness, and support. Gossip and toxic behaviour undermine these values and can harm both individuals and teams. If you encounter such behaviour, we encourage you to speak up, whether it’s to your manager, or a member of the ELT.

We are committed to addressing these issues and creating a workplace where everyone feels respected and supported. Thank you for doing your part to uphold our values and enable us to have a thriving workplace culture on all our sites.

1.2.    Rumours about staff departures

When a team member leaves, it can sometimes lead to speculation and rumours. While we value openness and transparency, we also have a responsibility to respect individual privacy.

There have been instances where people who have resigned have specifically asked not to have their departure announced. Some prefer to leave quietly without any formal acknowledgment, and we respect their wishes.

When we can, we will always share information about staff changes. However, in cases where confidentiality has been requested, we hope you can appreciate that it’s not always possible to provide details.

We encourage you to come to us directly if you have any concerns or questions, rather than relying on speculation. Maintaining trust and respect for one another is key to our team culture.

1.3.    Workplace inclusivity

We’re saddened to hear that some team members may feel excluded or out of place within the company. At Fosters, we are committed to having an inclusive and supportive environment where everyone feels they belong and can contribute meaningfully.

It’s concerning to hear that there’s a perception of groups forming, particularly in the office. This is not the culture we strive for, and we will take steps to better understand and address these concerns.

If you’re feeling this way, we encourage you to share your thoughts directly with your manager or a member of the ELT. We are here to listen and help improve your experience at Fosters.

1.4.    Office culture and socialising

At Fosters, we encourage socialising in the workplace, as it helps build strong relationships and contributes to a positive culture.

We certainly don’t want anyone to feel like they can’t connect with their colleagues. However, we do ask that social interactions happen at the right time and within a reasonable time frame to ensure everyone remains focused on their tasks and projects.

Also, please be mindful of those around you, and the possible disruption this may cause to them.   

1.5.    Communication and behaviour

We’re disappointed to hear feedback that some middle management may not always be speaking to their staff in a respectful manner. This behaviour is not condoned in any way and does not align with our values or the culture we strive to have at Fosters.

We want to remind everyone that the ELT operates an open-door policy. If you have concerns about how you or others are being treated, please feel free to raise this with any member of the ELT. We are here to listen and ensure these matters are addressed appropriately.

1.6.    Clarification on processes

Fosters has many systems and processes in place, hence the reason for the mahi tahi project. Once our revised systems have been finalised, we will ensure the information is readily available and accessible to everyone.

1.7.    Transparency on company performance

Transparency around how the company is performing is important, particularly during uncertain times.

Currently, profitability across the group is down. This is a direct result of the highly competitive environment we are operating in, where jobs are being won largely based on price. Unfortunately, this has meant that non-priced attributes, which we pride ourselves on, have taken a backseat in many cases.

We want to assure you that our number one priority is our people, with job security sitting at the very top of that list.

As you know, 2024 was a challenging year for the construction industry, and the market is expected to remain tough through at least the first two quarters of 2025. Despite this, we are encouraged by our strong pipeline of work, which indicates that 2026 is shaping up to be a very busy year.

In the meantime, we are doing everything we can to secure new projects, drive efficiencies across the business, and limit spending to essential items only. Please know that we are working hard to ensure the stability and sustainability of the company during these uncertain times.

2.  Employee wellbeing & work environment

2.1.    Wellness days

We appreciate the suggestion to introduce wellbeing days as an additional staff benefit.

While we value the importance of employee wellbeing, after careful consideration, we believe that the range of benefits we currently provide is sufficient to support a healthy work-life balance.

However, we do want to reinforce our commitment to the wellbeing of every member of our team. If you’re feeling emotionally down or need additional support, we encourage you to have a conversation with your manager, or a member of the ELT. Our goal is to ensure you feel supported and heard.

2.2.    Working while on leave

Some staff believe there is an unwritten expectation to answer emails or phone calls while on leave. We want to assure you that this is not the case.

When you are on leave, you are entitled to fully disconnect and enjoy your time off. There is no expectation for you to check emails, answer calls, or remain available during this time. We encourage everyone to respect their colleagues’ leave by avoiding non-urgent contact.

If urgent matters arise, your manager will ensure they are handled appropriately without disrupting your time away.

2.3.    Office environment

We remain committed to providing a comfortable workspace and will continue to work within the building’s constraints to support a healthy and productive environment.

2.4.    Site-based worker perks

The coffee machines and occasional morning teas in the office’s, often supplied by subcontractors or suppliers, do feel like they are geared more toward office-based staff.

We want to acknowledge this and assure you that we appreciate the hard work of our site teams just as much. While not everyone on-site drinks coffee, we are actively looking at other ways to recognise and reward our site-based teams.

In the past, we’ve done this with site BBQs and pizzas, and we will continue to explore similar initiatives that bring value to our teams on-site.

We value your input and are always open to suggestions for how we can better support and recognise our team members across the business.

2.5.    Workload and recognition

It’s great to hear that the dynamic at Fosters is strong and that everyone works well together. However, we acknowledge that there are times when the workload can become overwhelming, and some people feel stretched too far. This is something we take seriously, as creating a happy and welcoming workplace is one of our core values.

We truly appreciate the incredible effort our teams put in to ensure the success of our projects. We recognise that this dedication isn’t always celebrated as it should be, and we are committed to improving how we acknowledge and reward those efforts moving forward.

Please remember, if you’re feeling overwhelmed or unsupported, we encourage you to speak with your manager or a member of the ELT. Your wellbeing is important to us, and we want to ensure that everyone feels valued and supported in their role.

3.  Accountability

3.1.    Accountability in the workplace

Regardless of the environment we are working in, every one of us is expected to perform to a certain standard. Failing to meet this standard means we are not upholding the terms and conditions of our employment agreements, which affects the wider team and the success of our business.

If you feel that someone is not pulling their weight, we encourage you to address this with your manager. If you don’t feel comfortable doing so, you are welcome to speak in confidence with a member of the ELT. We are here to support you and ensure these matters are handled appropriately.

4.  Team dynamics

4.1.   Team updates

We appreciate the suggestion to include more updates from a broader range of teams in our newsletters. Regular updates from team leaders, including insights into team progress, and even perspectives from apprentices, are great ideas that can help gain better understanding and connection across the company.

We will look to incorporate more diverse team updates in future newsletters and ensure that everyone feels informed and connected to the wider business.

4.2.    Teamwork FCL / FML

We know that encouraging strong teamwork between Construction and Maintain is essential for our success, and while there may have been challenges in the past, it’s encouraging to see the great momentum we’re building in this area.

Recent collaboration on projects has demonstrated improved teamwork and upskilling, which benefits everyone involved and strengthens our “one Fosters” approach.

If you don’t feel that this is happening, please raise it with manager, or a member of the ELT.

5. Development & Recognition

5.1.    Opportunities to attend events and awards nights

We’re always happy to support our staff in attending events and awards nights, as we know these provide great opportunities for growth, networking, and building new relationships.

If you’re interested in attending an event, please don’t hesitate to talk to a member of the ELT. We’re more than happy to discuss how we can make this happen.

5.2.    Apprentice training

Regarding apprenticeships, we are committed to providing well-rounded training that equips our apprentices with the skills they need to excel, both within Fosters and beyond.

The Apprentice Challenge highlighted some areas for improvement, and we are actively working to address these gaps to ensure our apprentices gain the experience they need in all aspects of their trade.

6.  Fair Compensation & Benefits

6.1.    Competitive wages

We know and appreciate that competitive wages are an important consideration for many of you, and we’d like to share how we ensure fairness and alignment with the market.

At Fosters, we regularly review our wages and salaries to ensure they remain competitive. To do this, we rely on the annual Hays Recruitment Salary and Wage Survey, which provides industry benchmarks. Also, we use an internal benchmarking process to ensure consistency and fairness by comparing those in similar roles across the company.

Additionally, we receive a substantial amount of unsolicited job applications per week. Included, are the applicant’s expectations around wages / salaries, which provides us with up-to-date market data. 

If you have concerns about your remuneration or feel that you are not being paid fairly, we encourage you to speak with your manager. We are committed to open communication and addressing any concerns you may have.

Fosters Executive Leadership Team (ELT)