Generation 2004 as a staff association (OSP) has as its mission to ensure that the voices of all staff are heard and translated into meaningful action. Recent general staff surveys together with the EEAS staff surveys have provided valuable insights into areas where the administration has made strides and where further improvements are strongly needed.

This article reviews the 2023 EEAS survey results, highlights actions already taken by the administration, and outlines concrete recommendations for addressing persistent challenges. We recognise that many of the concerns raised here are also raised in the general staff surveys.

What has been achieved?

The EEAS administration has made notable progress in response to staff feedback from previous surveys:

1. Learning & Development Initiatives
   • Launch of the Professional Development Hub.
   • Expansion of online learning opportunities (e.g., LinkedIn Learning, e-learning courses).
   • Regular communication on training opportunities through newsletters and dedicated channels.
2. Well-Being and Anti-Harassment
   • Implementation of awareness campaigns and mandatory anti-harassment training for managers.
   • Establishment of Principles of Respectful Working Behaviour.
   • Adoption of the Anti-harassment Decision for Local Agents.
3. Career Development
   • Introduction of internal competitions for AD staff (with plans to extend to ASTs and CAs).
   • Development of mentoring programs and training opportunities for Delegations staff.
4. Improved Workplace Infrastructure
   • Rollout of a unified telework system for Delegations.
   • Enhanced pre-posting support for local agents and for staff spouses.
   • Strengthening of the EEAS Medical Service.

These efforts reflect the administration’s responsiveness to staff concerns, especially in the areas of training, inclusion, and support for flexible working conditions.

What still needs to be addressed?

Despite the progress, several challenges remain unaddressed:

1. Career Development and Mobility
   • Professional future remains a key concern, with limited opportunities for mobility and unclear links between performance and career progression (as we have underlined in our previous articles).
2. Management Communication
   • Communication from senior management remains unsatisfactory. Many colleagues feel disconnected from organisational goals and unaware of broader activities within the EEAS.
3. Workplace Well-Being
   • Satisfaction with flexible working arrangements and work-life balance has declined since 2021.
   • Fewer colleagues feel that their work makes a meaningful impact on the European public (-6 percentage points).
4. Change and Innovation
   • Colleagues perceive a lack of support for innovation and adaptability to organisational changes, as highlighted in the “Change and Innovation” theme.

Our recommendations are:

To address these concerns effectively, Generation 2004 proposes the following actions:

1. Enhancing Career Development
   • Advocate for clear and transparent career progression pathways and more transparent mobility, rotation
   • Push for regular internal competitions that include all staff categories (ADs, ASTs, and CAs).
   • Less discretionary and more transparent performance appraisal process
2. Strengthening Communication
   • Call for regular updates from senior management to keep staff informed about organisational priorities.
   • Establish departmental “communication liaisons” to enhance awareness of activities across HQ and Delegations.
3. Prioritising Workplace Well-Being
   • Advocate for revisiting flexible working policies to address declining satisfaction.
   • Request targeted initiatives to improve work-life balance, such as manager training on fair workload distribution.
4. Monitoring Action Plan Implementation
   • Demand transparency and accountability in the implementation of survey follow-up measures.
   • Propose quarterly progress reports and opportunities for staff to provide feedback on ongoing actions.

Conclusion

The recent surveys highlight both the successes and challenges faced by the EEAS in creating a supportive and engaging workplace. While some progress has been made, significant gaps remain, particularly in career development, communication, harassment and well-being.

As a staff representation organisation, Generation 2004 is committed to ensuring that these issues are addressed comprehensively. We will continue to push for concrete actions, monitor the implementation of action plans, and advocate for initiatives that empower all staff members to thrive professionally and personally.

Together, we can build a workplace that not only meets the needs of its staff, but also reflects the values of inclusion, innovation, and excellence that define the EEAS.

For feedback or to share your ideas, feel free to contact us.

Let’s shape the future of the EEAS together!