Catch up now
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.
NAH's people have an active role in the business - from open and honest conversations with their Chief Executive Officer, to the opportunity to provide ideas and feedback. Based on the business achieving its profit targets, employees can receive an additional two weeks' pay.
NAH introduced mental health first aiders to ensure colleagues have a safe place to discuss mental health issues, including stress, anxiety and depression. Additionally, they have a mental health pack, which helps start conversations between staff and line managers.
As part of their values-based recognition, NAH award colleagues who have demonstrated their continuous commitment to the company's values with a £250 scholarship. This can be used to develop themselves in whatever way they wish.
The company values form the cornerstone of everything the organisation does. Each employee gets a book outlining the Vision and Values. The CEO is often in the field and very approachable, even taking part in the annual CEO sleepout to raise awareness of homelessness.
The company values form the cornerstone of everything the organisation does. Each employee gets a book outlining the Vision and Values. The CEO is often in the field and very approachable, even taking part in the annual CEO sleepout to raise awareness of homelessness.
The company values form the cornerstone of everything the organisation does. Each employee gets a book outlining the Vision and Values. The CEO is often in the field and very approachable, even taking part in the annual CEO sleepout to raise awareness of homelessness.
Externally, there are a variety of recognised qualifications that can be gained by members of the management team, who are encouraged to attend a diverse range of training, rather than apply a blanket approach and enrol all managers in the same course.
Externally, there are a variety of recognised qualifications that can be gained by members of the management team, who are encouraged to attend a diverse range of training, rather than apply a blanket approach and enrol all managers in the same course.
At the end of the financial year, they have an awards ceremony that is aligned to the MotoNovo Way, where they formally recognise MotoNovians who have embodied the unwritten ground rules throughout the year.
Every Friday is Frisby Friday, where employees are invited to head down to the local park to take part in activities and chat in an informal setting. Daily gym classes are also available for staff, while regular parties and social events help to promote relationship building among staff.
All managers and team leaders are invited to make the most of a range of internal and external training courses on management essentials, such as recruitment and selection, disciplinary and performance management. Further opportunities for development are set to launch in 2019.
Once every three months, the gym team run a healthy eating food-tasting session where they bring pre-prepared dishes for all staff to try. Here, they will answer any questions relating to dietary concerns. Recipes are later published on the company intranet.
To ensure everyone feels part of a team, they host ‘Speed Dating' events - opportunities for staff and volunteers to meet others across the organisation with themed chats in pairs or small groups every six months at all team meetings.
To ensure everyone feels part of a team, they host ‘Speed Dating' events - opportunities for staff and volunteers to meet others across the organisation with themed chats in pairs or small groups every six months at all team meetings.
Their values are grounded in their work, to be human, future-minded and to make things happen. Certificates of Achievement are awarded to staff who demonstrate these values in their behaviour, attitude and achievements.
Chief Executive Officer Steve Graham is in outlets on a weekly basis and he also communicates with the team by email and via a blog on their Iris employee app. He attempts to know all 570 employees by name and attends every Manorview Way workshop, totalling around 150 in 2018.
Manorview Group are passionate about giving back to the communities they serve. They regularly work with A&M Scotland who support children from deprived areas to offer placements to some of the young people in their membership.
Manorview Group are passionate about giving back to the communities they serve. They regularly work with A&M Scotland who support children from deprived areas to offer placements to some of the young people in their membership.
The brand's Growing Together process allows for all managers to have performance expectations discussed and agreed. Quarterly check-ins, mid and end year reviews also take place. Aligned with the Growing Together process, and to help evaluate the current performance and potential of retail store management teams.
All of their colleagues can access their Employee Assistance Services free of charge. This includes: emotional support, legal support, financial planning & hardship grants and health & wellness advice.
M&Co's New Manager Assimilation process facilitates the development of working relationships between a new manager and the team, aimed at promoting immediate and open communication, which is relevant to the manager/team member relationship, speeding up the ‘getting to know you' process for both sides.
In January 2017, they greatly improved their benefits package and now offer a one month paid sabbatical for long serving members of staff, which was backdated. As a result, five members of the team took a month off and enjoyed fantastic trips around the world.
All new managers are invited to attend a management course through the British Institute of Recruiters and APSCo. This provides them with fundamental training on management and results with them being awarded a management diploma qualification.
All new managers are invited to attend a management course through the British Institute of Recruiters and APSCo. This provides them with fundamental training on management and results with them being awarded a management diploma qualification.
Board directors are hands-on in client teams and the senior team ‘career manage' staff. The chair sits on a mixed-level voluntary team doing pro-bono work and forwards opportunities for arts projects and volunteering. Tony Langham is a Founding Ambassador for Women in PR.
A Green Team reviews environmental policies, and the firm has been carbon neutral for over ten years thanks to smarter lighting, double-sided printing, and auto-turn-off systems. 1% of profits goes to charity, including one that supports emerging playwrights.
A Green Team reviews environmental policies, and the firm has been carbon neutral for over ten years thanks to smarter lighting, double-sided printing, and auto-turn-off systems. 1% of profits goes to charity, including one that supports emerging playwrights.
Kantar's Manager Toolkit helps senior staff to better understand the key role they play and best practice to achieve the optimum outcome. Their online social media forum also invites team leaders to discuss what they believe makes a good manager.
Kantar's Manager Toolkit helps senior staff to better understand the key role they play and best practice to achieve the optimum outcome. Their online social media forum also invites team leaders to discuss what they believe makes a good manager.
Kantar's Manager Toolkit helps senior staff to better understand the key role they play and best practice to achieve the optimum outcome. Their online social media forum also invites team leaders to discuss what they believe makes a good manager.
Looking for more information on our solutions? Let us know how we can help and the right member of our team will be in touch shortly.
