RATP Dev Transit London
Listening across a complex operation.
The starting point.
RATP Dev Transit London wanted a rounded understanding of frontline experience and the relationships shaping engagement. The organisation is now known as First Bus London following a change in ownership.
Research grounded in context.
The diagnostic combined frontline focus groups and leadership interviews with employee surveys and senior-team 360 feedback. The employee workbook explored current and desired working life, psychological safety and relationships with colleagues, managers and garage teams.
Making the evidence useful.
Facilitated exercises helped people discuss which behaviours to encourage, what mattered most to engagement and what the survey should ask. This fed employee perspectives into the research design, alongside leadership views.
A clearer way forward.
Workshops and action planning connected findings to the people agenda. The published programme also set out action tracking and targeted interventions as follow-through priorities; it did not report a completed, quantified improvement in operational performance.
We are excited to see the positive impacts from this work on how our people feel about their work and daily lives in our organisation.
What could we
help you move forward?
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