Giving Something Back - The extent to which employees feel their organisation has a positive impact on society
Giving Something Back focuses on the organisation’s social responsibilities. If key factors such as ‘Leadership’ and ‘My Manager’ are performing well, it can influence the improvement of all the other factors, boosting your overall engagement.
The Groups highest performers have recently enjoyed an all expenses paid luxury break in Ibiza as a way of saying thank you for their continued efforts.
The Groups highest performers have recently enjoyed an all expenses paid luxury break in Ibiza as a way of saying thank you for their continued efforts.
The leader regularly visits all UK site locations, sits alongside staff and operates an open door policy when in head office.
ThirdWay support employee development by providing optional coaching sessions. They currently have a personal and professional coach, a business executive coach and a sales coach all to help and support individuals who work in different areas of the business.
On site, ThirdWay are working hard to be as sustainable as possible and recycle all rigid plastics through their waste management company.
Employees at ThirdWay are offered free dental insurance, flexible benefits, free life insurance and free travel insurance.
Partners are rewarded for the success of the organisation over the course of the year through the Partnership profit share. The profit share is done as a percentage of salary paid out in November, to all Partners who have been working for the Partnership for at least 1 year.
The Partnership aims to have a beneficial influence on the local community and wider society in which they operate. Last year they finalised their charitable framework which centres around the goal to raise £1m over the next decade through a mixture of Partner volunteering, fundraising and charitable giving.
The Partnership aims to have a beneficial influence on the local community and wider society in which they operate. Last year they finalised their charitable framework which centres around the goal to raise £1m over the next decade through a mixture of Partner volunteering, fundraising and charitable giving.
In addition to regular monthly events, The FISER Group has an annual incentive trip which most recently was a long weekend in Portugal for the entire company on an all expense paid basis.
Managers have regular reviews, monthly, quarterly and annually and are offered coaching and mentoring.
In addition to regular monthly events, The FISER Group has an annual incentive trip which most recently was a long weekend in Portugal for the entire company on an all expense paid basis.
Managers receive regular 1-2-1's to ensure they are on track with tasks and actions.
Managers receive regular 1-2-1's to ensure they are on track with tasks and actions.
Managers receive regular 1-2-1's to ensure they are on track with tasks and actions.
Environmental practices including: a cycle to work scheme; encouraging greater use of video-conferencing; carbon offsetting; and encouraging working from home are in place at CIPS.
Environmental practices including: a cycle to work scheme; encouraging greater use of video-conferencing; carbon offsetting; and encouraging working from home are in place at CIPS.
Each year departments nominate one individual from their team who has worked particularly hard, rewarding them with a place at the annual CIPS SM awards ceremony in September, providing an opportunity to get to know each other.
The Brilliant Club have introduced themed team lunches where people are invited to bring a dish to share. Themes recently have included vegan dishes during Veganuary, national dishes from different countries and a rainbow-themed lunch during LGBTQ+ Pride Month.
In the last year, The Brilliant Club have revised their approach to their Talent and Management Development Programmes. Rather than providing a formal programme designed for a small group of employees, they have developed a range of sessions to cater for the varied level of skill and experience within the management population.
In the last year, The Brilliant Club have revised their approach to their Talent and Management Development Programmes. Rather than providing a formal programme designed for a small group of employees, they have developed a range of sessions to cater for the varied level of skill and experience within the management population.
The Alchemist Provide employees with e-learning, external coaching, financial support for work related qualifications, job shadowing and paid time off for study.
The Alchemist has a clear policy of taking steps to 'belong' and contribute to its local area, with a programme of outreach to local groups ranging from good causes to the business community.
The Alchemist has a clear policy of taking steps to 'belong' and contribute to its local area, with a programme of outreach to local groups ranging from good causes to the business community.
The Board undertakes a detailed analysis of every employees efforts annually as part of their review process, and all those employees who have performed above expectations are financially rewarded. When the company has performed sufficiently well bonuses are additionally rewarded to all employees.
Directors work in close proximity with their teams and monitor workloads via a weekly resource schedule and pinpoint immediately any staff who might be experiencing heavy workloads.
Terence O'Rourke run a structured induction with specific tasks to be completed by the new starter, their 'buddy' and other staff in the office.
The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.
The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.
The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.
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