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.
Staff, interns, apprentices and volunteers have access to over 90 courses for learning and development purposes. There is significant emphasis on learning and development, and flexibility is afforded given to staff to allow them to work flexibly so they can attend courses, programmes and so on.
Staff, interns, apprentices and volunteers have access to over 90 courses for learning and development purposes. There is significant emphasis on learning and development, and flexibility is afforded given to staff to allow them to work flexibly so they can attend courses, programmes and so on.
Staff, interns, apprentices and volunteers have access to over 90 courses for learning and development purposes. There is significant emphasis on learning and development, and flexibility is afforded given to staff to allow them to work flexibly so they can attend courses, programmes and so on.
Their core values are: we work together; we make things better; and we do the right thing. GCE Boris Worrall slept out at Worcester Rugby Club to raise awareness of homelessness, while senior management take part in resident events and get involved in colleague celebrations.
Their core values are: we work together; we make things better; and we do the right thing. GCE Boris Worrall slept out at Worcester Rugby Club to raise awareness of homelessness, while senior management take part in resident events and get involved in colleague celebrations.
Their core values are: we work together; we make things better; and we do the right thing. GCE Boris Worrall slept out at Worcester Rugby Club to raise awareness of homelessness, while senior management take part in resident events and get involved in colleague celebrations.
Staff regularly meet as a team and also cross functionally in order to aid communication, collaboration and the harnessing of the collective effort. In addition, employees attend updates, learning and community events together to share learning and, more importantly, have fun together.
Staff regularly meet as a team and also cross functionally in order to aid communication, collaboration and the harnessing of the collective effort. In addition, employees attend updates, learning and community events together to share learning and, more importantly, have fun together.
Staff are supported to raise money for charity, which has included fundraising for St Catherine's Hospice, hosting a Macmillan coffee morning, and other national events. They are also committed to enhancing the environment and minimising the impact of their operations on the environment.
RedEye have an ILM-approved manager and development programme and recently launched a pilot leadership programme, Leadership+, to develop personal leadership skills using strengths-based development. Other offerings include a mentorship scheme and a careers week held once a year.
RedEye have an ILM-approved manager and development programme and recently launched a pilot leadership programme, Leadership+, to develop personal leadership skills using strengths-based development. Other offerings include a mentorship scheme and a careers week held once a year.
Managers have access to ongoing support in the form of internal mentoring programme and co-coaching, which challenge their thinking and provide support from an external, independent source. Quarterly 180-degree feedback sessions give managers a chance to consider their own progress and set goals for themselves.
Employees can self-manage any training courses or conferences they are interested in, receiving a training budget of £2,000 per year to spend on conference attendance, seminars, classroom training or channels. Staff then share their learning with colleagues through blogs, brown-bag sessions or presentations at the monthly company meeting.
Employees can self-manage any training courses or conferences they are interested in, receiving a training budget of £2,000 per year to spend on conference attendance, seminars, classroom training or channels. Staff then share their learning with colleagues through blogs, brown-bag sessions or presentations at the monthly company meeting.
The company has a wellbeing calendar of events, with sessions on topics such as personal finances, pensions and retirement planning, nutrition, mental health awareness, resilience, and physical health and wellbeing. All jobs are designed to ensure staff are well-supported in terms of workload and pastoral care.
Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.
Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.
Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.
New staff get a Microsoft curriculum. The company monitors this Dynamics Training Path, which forms part of the employee's KPIs during probation. Many work from home or from partner sites, so e-learning is popular.
People sit with teams but also move around, as changing locations can spark new ideas. They instil trust in people by using technology that allows remote workers to connect and get on with their tasks at home.
The company aims to create connected companies, make business simpler, inspire innovation and reward results. The overall aim is to be the largest, best-regarded Microsoft business applications partner in the UK.
The company strive for sustainability in everything they do, from the way employees act to the way they work. Their core values are a promise of how they treat the earth, nature and other people.
Each year team members from across the organisation take on the Dragon's Glen, an entrepreneurial challenge designed to help raise funds for children's charity Children 1st. The team wrote a cookbook that featured recipes from different team members, raising £11,500.
People's Postcode Lottery offer employees access to private healthcare, which provides support with physical and mental health, including access to counselling and CBT. They also offer a free employee assistance programme that includes telephone and face-to-face counselling.
Every Friday, Oktra hosts social gatherings in the office, with food and drink provided in the breakout area. An annual Christmas trip is also held to reward employees for all their hard work; last year, the venue was Osea Island, and this year Porto has been selected.
Oktra's managers cultivate a strong culture of communication and collaborative relationships, helping all employees stay updated and feel included. Each quarter, one person is awarded the ‘Team Member of the Quarter' prize of £200 to show recognition and appreciation for their hard work.
Oktra's managers cultivate a strong culture of communication and collaborative relationships, helping all employees stay updated and feel included. Each quarter, one person is awarded the ‘Team Member of the Quarter' prize of £200 to show recognition and appreciation for their hard work.
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