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.
National Friendly utilise Perkbox, which offers all staff the opportunity to enhance their wellbeing including occupational health/wellness programme and subsidised sports facilities. They are also about to introduce free workshops on meditation and mindfulness.
National Friendly utilise Perkbox, which offers all staff the opportunity to enhance their wellbeing including occupational health/wellness programme and subsidised sports facilities. They are also about to introduce free workshops on meditation and mindfulness.
National Friendly utilise Perkbox, which offers all staff the opportunity to enhance their wellbeing including occupational health/wellness programme and subsidised sports facilities. They are also about to introduce free workshops on meditation and mindfulness.
The Management Development Academy is run in cohorts which are chosen so that participants have similar levels of seniority and share challenges but come from different teams across the business. This is done so that the participants develop a network across the business that operates after the course is completed.
The Management Development Academy is run in cohorts which are chosen so that participants have similar levels of seniority and share challenges but come from different teams across the business. This is done so that the participants develop a network across the business that operates after the course is completed.
Everything MVF do is underpinned by their 6 core values. These values are not owned by the People Team but by the Senior Leadership who live and breath these values everyday.
On a daily basis the leader walks the office floor, engaging with all staff to take a genuine interest in their work and wellbeing. They have an open door policy and employees are free to meet with them to discuss any issues or suggestions.
MSL have ISO 14001 accreditation and are committed to minimising the impact of their business activities on the environment. This includes the responsible disposal and recycling of waste from customer's sites arising from maintenance works carried out.
On a daily basis the leader walks the office floor, engaging with all staff to take a genuine interest in their work and wellbeing. They have an open door policy and employees are free to meet with them to discuss any issues or suggestions.
The leader undertakes regular restaurant visits which will include conversations with all members of the team regardless of seniority or role.
MOD Pizza use 'team banks' to provide funds towards team activities and events outside of work. Individuals and teams can earn credits towards their team banks through over-achievement.
The leader undertakes regular restaurant visits which will include conversations with all members of the team regardless of seniority or role.
Colt Car Company have a charity action group. This group enables all employees to choose a local charity for the company to support for a 12 month period. All monies raised is matched by the company.
Colt have created DRIVE (their values name) awards, and regularly share with all their people the great work / behaviours employees are being recognised for. They are working to get the values even more visible around the business and they are also creating a values tool to support recruitment and development.
All managers are trained in understanding where their team is at, and how to lead teams through all stages of development. They support team builds across the company and also have cross company teams, who work on particular areas such as wellbeing, charity and social activities.
A comprehensive technical and core skills programme is in place through their Academy. The Academy enables them to capture and share knowledge, fostering a culture of learning and creating an intellectually stimulating environment in which they all thrive.
Each new joiner will have their own bespoke induction programme which is designed to ensure they have everything required for their new roles. Induction is structured to give a high level overview of the firm, its future goals and objectives while instilling the core values and history of the firm and why this culture is important.
A comprehensive technical and core skills programme is in place through their Academy. The Academy enables them to capture and share knowledge, fostering a culture of learning and creating an intellectually stimulating environment in which they all thrive.
Michelmores run a range of 'Inspireme' talks with people from outside of the profession to learn new ideas and get a different perspective on the challenges they face.
Everyone is given a day a year to volunteer for a local charity. Recent projects have included decorating a community centre, painting a school, beach cleans and serving Christmas Lunch on Christmas Day for Estuary League of Friends.
Michelmores run a range of 'Inspireme' talks with people from outside of the profession to learn new ideas and get a different perspective on the challenges they face.
The Theatre offer all new joiners a work Buddy to help them navigate the way they do things and give them general support as they adjust to working at Mayflower Theatre. The new joiner and their buddy are allocated time in work to meet for a coffee and in addition they are allocated two tickets to a show.
The Leadership Team are expected to be role models and the approach is more 'do as I do' as opposed to 'do as I say, not as I do'.
The Theatre offer all new joiners a work Buddy to help them navigate the way they do things and give them general support as they adjust to working at Mayflower Theatre. The new joiner and their buddy are allocated time in work to meet for a coffee and in addition they are allocated two tickets to a show.
Employees receive 25 days annual leave and 15 days public holiday every year. Flexi time and time off in lieu are also available to employees, as well as a generous package of special leave which covers paid time off for study, attending medical appointment and even time to move home.
Maryhill Housing launched a new management development programme in 2018. All managers of the organisation attended this Behavioural Science in Leadership programme. This was held over 5 different days and got managers thinking about all various areas of management/leadership from motivation, engagement, empowerment, performance management and a number of other areas.
Maryhill Housing launched a new management development programme in 2018. All managers of the organisation attended this Behavioural Science in Leadership programme. This was held over 5 different days and got managers thinking about all various areas of management/leadership from motivation, engagement, empowerment, performance management and a number of other areas.
Every hotel is encouraged to engage in local community activities as they believe that when they support communities outside of their own hotel doors, they make them stronger.
The President and Managing Director is a true believer that the cornerstone of the company is its people and retains a laser-like focus on building a strong culture that fosters innovation and embraces wellbeing.
The President and Managing Director is a true believer that the cornerstone of the company is its people and retains a laser-like focus on building a strong culture that fosters innovation and embraces wellbeing.
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