Employee Engagement Survey Results for 2025

           Thank you to everyone who took part in this year's employee engagement survey! 

With 83% of you completing the survey, we are very confident that the results reflect employee opinion across the business.  We are therefore happy to share the key findings as follows:

High Pride, Strong Purpose, and Room to Grow

In 2025, Colart continues to foster a workplace where pride, purpose, and people are at the heart of everything we do. Recent feedback shows consistently high levels of pride and engagement across the organisation, highlighting our collective belief in the company’s mission, values, and strategy. But alongside these strengths, we also see clear opportunities to deepen inclusion and communication to ensure every team member feels heard, valued and connected to the strategy. 

A Culture of Pride and Purpose

Many Colart people rate their pride in working for Colart very highly, often scoring 8 to 10 out of 10 on statements like “I am proud to work for Colart” and “I would recommend Colart as an employer.” Through your feedback, we can see this pride is strongly tied to our BCorp certification, commitment to sustainability, and ethical leadership in the creative industry.

Engagement is at its highest where people clearly understand how their work contributes to Colart’s mission and long-term strategy, particularly Perform 2030. People describe feeling that their roles are meaningful and part of a larger, purposeful direction.

Belonging, Inclusion, and Community

Feedback also shows that Colart is a place where people feel respected and free to be themselves. Statements such as “I can be myself at work” and “We feel like a community” are frequently cited, and many appreciate our culture of openness where “anyone can talk to anyone.”

However, inclusion and engagement are not yet consistent across all functions or locations. New starters and non-office-based teams, in particular, sometimes feel less informed or less connected to the broader strategy. Addressing communication silos and ensuring regular, relevant updates—especially at the site and team level—will be key to building a more unified experience.

When we think about the community in which we operate i.e. the artist community, it is great to see this year, an increase in engagementof Colart people with anything to do with art.  Something we will continue to build on.

Empowerment, Recognition, and Growth

Colart people report feeling empowered to contribute ideas and take accountability in their roles. Many highlight the value of encouragement and recognition from their leaders. Still, there’s a call for more structured feedback and clearer objectives to support individual growth and long-term career development.

Recognition is most effective when it feels authentic and inclusive across all sites and roles. Celebrating achievements like BCorp milestones and sustainability wins boosts collective pride, but we must be mindful of avoiding the perception of surface-level change. Real impact comes from grassroots engagement and transparent communication.

The Role of Communication and Leadership

Appreciation for Colart’s leadership continues to grow. Many people note that senior leaders “live the values” and lead by example, fostering trust and a sense of direction. Yet, people want more regular and transparent updates—particularly around business performance, challenges, and progress at a local level. Making communication more tailored and relevant to individual teams will help bridge this gap.

Where We’re Strong, and Where We Can Grow

The data reveals some clear patterns: long-serving and senior Colart people often report the highest levels of pride and engagement. Meanwhile, newer joiners and younger team members are positive but seek more clarity on how their roles connect to the wider business goals.

Trust, autonomy, and alignment with Colart’s social and environmental impact are seen as key engagement drivers—far outweighing traditional metrics like compensation alone. To sustain momentum, we need to maintain clear priorities, support wellbeing, and avoid “change fatigue” by pacing change thoughtfully and consistently.

Looking Ahead

Your local HR team will follow up with individual BU leads to feedback local results and discuss any actions.

As we move forward, Colart is proud of the progress we’ve made—but we are equally committed to ongoing improvement. Ensuring everyone feels connected, included, and recognised will be vital in strengthening engagement even further.

By listening to our people, acting with authenticity, and staying true to our purpose, we can build a culture that is not only high-performing—but genuinely proud, inclusive, and sustainable for the long term.

Best regards,

Jane Beeston
Chief People Officer