Blueprint for All
Blueprint for All is a UK charity committed to building a more inclusive society by supporting young people from underrepresented and disadvantaged backgrounds. Through a range of high-impact programmes, they provide inspiration, opportunities, career guidance, skills training and professional development to help young people succeed in their chosen careers.
The charity also partners with community groups — particularly those serving ethnically diverse and socio-economically challenged communities — offering training, support and capacity-building to amplify their reach and effectiveness.
A long-standing client of People Business, Blueprint for All operates as a not-for-profit organisation focused on education, training, equality, diversity and community development. Since 2020, they have grown to a team of approximately 35 employees. While they do not have a dedicated HR function, HR responsibilities are managed internally, with our consultancy providing specialist support when required.
Although there were no immediate concerns, Blueprint for All wished to undertake a ‘temperature check’ of the organisation — capturing staff perceptions at a given point in time on key themes. Their aim was to gather feedback on both strengths and areas for improvement, enabling them to design targeted, data-driven actions for the future.
Having worked with People Business for several years, they engaged us to manage this process and ensure it was conducted in a structured and meaningful way.
How People Business assisted Blueprint for All
Together, we identified four priority themes and designed a programme of pulse surveys to be launched throughout 2025:
- Q1 – Induction and Onboarding
- Q2 – Training and Development
- Q3 – Reward and Recognition
- Q4 – Overcoming Pain Points
Each survey was designed to gather quick but focused insights into employees’ experiences, providing both a snapshot of current performance and a platform for targeted improvement. The surveys combined qualitative and quantitative questions, allowing us to deliver both measurable data and richer commentary.
We also collected demographic information (such as team and length of service) to identify trends and patterns across the organisation. Surveys were distributed with clear deadlines and reminder prompts to maximise participation.
Once completed, responses were analysed to produce summary data, highlighting both the highest- and lowest-scoring questions and themes. Findings were first shared with the internal sponsor and then with two managers, identified as change agents, who worked with the team to develop a clear action plan and implement improvements, with line managers accountable for agreed actions.
Outcomes
For each quarterly Pulse Survey, 1–2 managers were allocated to take on the next steps.
Feedback was shared with them, and the managers took ownership by producing a set of actionable tasks, refined them into 5-10 key actions, which were then taken forward to the management team for prioritisation.
The lead manager is responsible for ensuring colleagues keep to agreed timescales on prioritised tasks, and overseeing the rollout of improvements or good practice identified through the Pulse Surveys.
Results
- Managers report a greater sense of shared ownership and accountability.
- The management team has adopted a more collaborative working style, meeting more regularly to review progress on prioritisation areas and troubleshoot any blockers.
- Several managers have commented that the Pulse Surveys have helped them better understand staff experience and respond more proactively.
Client feedback
People Business’s approach to pulse surveys was tailored to the staff experience at Blueprint for All. The questions were designed in a way that allowed our team to express what was working well and where they felt improvements were needed, with a level of detail that we hadn’t captured before. The depth of analysis gave us a clear picture of how staff were feeling across different areas of their work, enabling us to identify quick wins that could be implemented immediately, as well as longer term changes to strengthen our culture and operations. The insights have helped us better understand our employee’s day to day experience and prioritise actions that make a meaningful difference.
What our client said
“Working with Natalie at People Business has been incredibly valuable for us. Her approach was thoughtful, structured, and genuinely tailored to Blueprint for All’s staff experience. What stood out most was how clearly the analysis translated into practical actions. The process highlighted areas where small changes could have a big impact, as well as longer term improvements that will strengthen our culture and ways of working. The support from People Business has helped us better understand our team, respond to their needs, and build greater alignment across the organisation. We would absolutely recommend People Business to others looking for meaningful, actionable insight on staff engagement.”
Chelsea Way, Head of Operations, Blueprint for All
