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Leadership - How employees feel about the head of the organisation, senior management and the organisation's values and principles
Leadership has the biggest influence on how employees feel about the organisation.
Leaders need to create inspiring visions and provide clear direction to positively Impact the My Company factor.
When it comes to Wellbeing, no amount of free fruit or stress busting classes are going to address an imbalance. Employee Wellbeing is a by-product of the leadership and management culture.
If there’s pressure at the top of your organisation, it won’t take long to be felt throughout.
Having a mechanism for employees to anonymously ask questions and for every question to be answered during its townhall meeting reflects Hamlyn Williams' principle of transparency. Employees are also regularly encouraged to share their feedback and concerns through their managers and speaking to the human resources team.
The pandemic has brought the UK team closer together with employees reaching out to colleagues who they wouldn't usually spend time with, exchanging messages and best practice. Video calls have also helped building global relationships and camaraderie through sharing good news stories and introducing new starters.
Hamlyn Williams rewards staff with benefits including medical, dental and vision insurance, free vacation between Christmas & New Year, a 40 hour working week which finishes at 3:30pm on Fridays as well as an in-house training programme and clear promotion targets.
Unique to Clicky is that Agency Director Laura Hothersall used to be a coach and mentor –she is still a mentor for the The Girls Network, which aims to inspire and empower girls from the least advantaged communities. Coaching is thus the backbone for Clicky's management style.
All staff have personal development plans, with technical and behavioural training plans, and a monthly manager training programme that used to feature the usual aspects of management – such as delegation and colleague-to-manager leadership styles – has been updated to include coaching on agile and remote working.
Clicky staff took part in the Women's Voices event, part of International Women's Day in March, that that saw some of the most talented professionals from across the media and the creative industries share their expertise with 30 charities that campaign and advocate for women, girls and those who identify as female.
The company reviews its business mission and goals at quarterly all-staff meetings. Regular interaction with everyone is key for the leaders to reinforce the organisation's values. The organisational development team meets regularly with the chief operating officer and employee suggestions and comments are discussed, to ensure the company meets staff expectations.
ANS works with staff to develop goals and plans that allow career paths to flourish and people are rewarded through salary increments. Internal recruitment and promotions are preferred over recruiting externally to ensure as much organic growth as possible.
In the ANS Lip Sync Battle, directors battled it out to raise nearly £1,000 for charities such as the Manchester Youth Zone. In the summer, a sister youth zone, HideOut Youth Zone, opened. Instead of splitting its annual £25,000 donation between the two, the company doubled the money.
Senior managers use Facetime to call and talk to individual employees, especially those in thee vulnerable category, to check in with them. The feedback was that the calls were enjoyed by staff and a good way to get to know managers better.
Every individual goes through People Performance Management and measured on how they go about their job and what they do. They are graded against Development Needed, Achieving Standards and Exceeding Expectations and their salary and benefits package is linked. Development Needed grades are given a personal development plan.
Teamwork is important to First Contact and staff are encouraged to take part in charitable ventures, including supporting St George's Crypt, which offers help to homeless people, Westways Open Arms, drop in facilities for those in need, and a beach clean-up near Scarborough.
Their Environmental Group meets regularly to assess the ways in which they can make a positive contribution to their surroundings. Some of the projects initiated by the group have included installation of solar roof panels, sourcing of electric company cars to reduce carbon emission, replacing lightbulbs with LEDs (many on motion sensors) and sourcing their additional electricity from a green energy supplier.
Their Environmental Group meets regularly to assess the ways in which they can make a positive contribution to their surroundings. Some of the projects initiated by the group have included installation of solar roof panels, sourcing of electric company cars to reduce carbon emission, replacing lightbulbs with LEDs (many on motion sensors) and sourcing their additional electricity from a green energy supplier.
They have recently introduced a choir session directed by the Choir Leader that led the group that won last year's BBC Pitch Battle competition. According to research from the CIPD, singing together can be one of the most positive activities they can engage in to boost wellbeing, increase confidence, improve communication and gain a sense of overall achievement.
More recently they have encouraged WW employees to bring the inside out, sharing externally what it feels like to work for their brand. They have achieved this through more effective use of social media - sharing their internal events and development opportunities across LinkedIn and holding Facebook Live Q&A recruitment sessions that give candidates an opportunity to meet the team and ask about their opportunities.
They use a variety of tools to help employee development. One of which is their WW Inspire events where they invite guest speakers to share their experiences of development, including the Olympic Champion Alex Gregory and Celebrity Ambassadors Curtis Pritchard and Alison Hammond.
More recently they have encouraged WW employees to bring the inside out, sharing externally what it feels like to work for their brand. They have achieved this through more effective use of social media - sharing their internal events and development opportunities across LinkedIn and holding Facebook Live Q&A recruitment sessions that give candidates an opportunity to meet the team and ask about their opportunities.
They have recently invested in their managers of the future as a number of employees are undertaking a chartered manager degree apprenticeship through a local university, which is a 4 year program and on completion candidates will gain a BA (Hons) in Business Management and will obtain chartered management status.
Their senior team live and breathe their company values, the employee of the month is based around their values as is the yearly awards. They hold a weekly Senior Management meeting incorporating core areas of trading and the directors invite their platinum employees (those employees that have been with the business for 9 years or more) to a lunch meeting each month to provide an insight into future initiatives for the business and to welcome their suggestions.
Their senior team live and breathe their company values, the employee of the month is based around their values as is the yearly awards. They hold a weekly Senior Management meeting incorporating core areas of trading and the directors invite their platinum employees (those employees that have been with the business for 9 years or more) to a lunch meeting each month to provide an insight into future initiatives for the business and to welcome their suggestions.
They keep in touch with parents and enable them to understand what is happening in the workplace during their leave should they wish. They have flexible working to allow parents to start and finish at different times removing the stress of 'clocking in and out'. They invite to work and social events to keep them in touch.
They keep in touch with parents and enable them to understand what is happening in the workplace during their leave should they wish. They have flexible working to allow parents to start and finish at different times removing the stress of 'clocking in and out'. They invite to work and social events to keep them in touch.
They keep in touch with parents and enable them to understand what is happening in the workplace during their leave should they wish. They have flexible working to allow parents to start and finish at different times removing the stress of 'clocking in and out'. They invite to work and social events to keep them in touch.
They have recently implemented various practices to improve the wellbeing of their staff. They hosted a 'Dogs at Work' day, which resulted in employees being in a happier and more relaxed while at work. It created a fun, but calming atmosphere which resulted in very positive feedback from their employees.
All new starters at the company go through a four week induction process called ‘Boot Camp'. This has been developed over time to include the most relevant and critical information in order to get new staff members to a level where they can join their team with enough knowledge to get started.
They have recently implemented various practices to improve the wellbeing of their staff. They hosted a 'Dogs at Work' day, which resulted in employees being in a happier and more relaxed while at work. It created a fun, but calming atmosphere which resulted in very positive feedback from their employees.
To further motivate teams, Utility Point Limited offer employees with performance related pay, profit related pay, a share option scheme and more.
Leaders walk regularly around the office and chat with existing staff and introduce themselves to new starters and welcome them.
To further motivate teams, Utility Point Limited offer employees with performance related pay, profit related pay, a share option scheme and more.
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