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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.
Employees have the opportunity to feedback at monthly staff meetings and company off site events. As well as this individual teams welcome direct feedback. In addition, there are regular e-mails seeking feedback as well as annual employee surveys.
Employees have the opportunity to feedback at monthly staff meetings and company off site events. As well as this individual teams welcome direct feedback. In addition, there are regular e-mails seeking feedback as well as annual employee surveys.
They have put together a group which comprises people at all levels within the investment team to focus on the specific development needs of their investment professionals. This group is in the process of consulting directly with all members of the investment team about what they consider to be their individual training needs and the needs of others.
The business is completely transparent in respect of business performance to turnover, margin parameters and targets. When the business has experienced good or exceptional performance, rewards and recognition are given to all staff. For example the business achieved a record month in August and everyone had the attached thank you Rapper style poem from the Directors together with a bottle of Prosecco. The thank you was headed 'Record Month Rapped Up!' in a Rapper style theme and involved a poem. Each one was signed by the Directors with 'Rapper' titles. This type of reward is common place and can vary based on Company performance or to reward individual performance. The one off individual rewards can be anything from spa days, one off bonus payments, theatre tickets and hotel breaks to more public recognition and reward for high sales performance in front of peers with a themed awards ceremony.
The business is completely transparent in respect of business performance to turnover, margin parameters and targets. When the business has experienced good or exceptional performance, rewards and recognition are given to all staff. For example the business achieved a record month in August and everyone had the attached thank you Rapper style poem from the Directors together with a bottle of Prosecco. The thank you was headed 'Record Month Rapped Up!' in a Rapper style theme and involved a poem. Each one was signed by the Directors with 'Rapper' titles. This type of reward is common place and can vary based on Company performance or to reward individual performance. The one off individual rewards can be anything from spa days, one off bonus payments, theatre tickets and hotel breaks to more public recognition and reward for high sales performance in front of peers with a themed awards ceremony.
Bauder support CRASH, the Construction Industry Charity for the Homeless. They provided roofing materials for Step by Step Centre in Aldershot a residential and training unit for young homeless people. They provided a design and waterproofing package that took into account the current structure and thermal performance but also ensured the lowest maintenance solution. This project provides training in life skills to enable the young people to regain self esteem, stabilise their lifestyles and enter back into the community with a job or college placement. Bauder continually donate materials to CRASH in conjunction with other Construction partners right throughout the year and this is a charity very close to their hearts. Bauder also work with St Elizabeth Hospice, a local children's hospice, to support their work in the community.
David and all senior managers at AAT ensures they are always accessible and visible by working and spending time at all of their work locations. David and all senior managers also attend local team meetings and keeps in touch with employees via the Intranet. David also keeps everyone informed via Twitter and our Ability Facebook page.
David and all senior managers at AAT ensures they are always accessible and visible by working and spending time at all of their work locations. David and all senior managers also attend local team meetings and keeps in touch with employees via the Intranet. David also keeps everyone informed via Twitter and our Ability Facebook page.
Ability Housing continually review how they can support their employees whilst at work. They believe by having and creating a work life balance, their employees will continue to give excellent support and service to their customers. All employees are aware of their health care cash plan as well as the support and advice which can be accessed by their Employee Assistance program. All Managers are empowered to listen and seek feedback and to take appropriate action. In addition as part of AbilityPOSITIVE+ they have set up a Wellbeing group which has enabled them to review their current practises and reward schemes. A Wellbeing group as been set up as part of AbilityPOSITIVE+ to review their current practices and benefits. Recently they enhanced their health plan to include an Employee Assistance Program as well as enhanced gym membership.
This year Updata Infrastructure introduced the Employee Assistance programme which offers a helpline where employees can speak to an experienced counsellor, legal representative or qualified nurse 24 hours per day, 365 days per year. This provides around the clock advice and counselling on matters such as, emotional issues, bereavement, relationships, health concerns, healthy living advice, alcohol/quit smoking advice, debt/money matters and landlord/tenant disputes. Employees also receive access to the Worklife Solutions website where you can gain access to help on a number of topics including: relationships, family, home, bereavement, finances, sickness, disability, retirement, change, workplace conflict, working as an expatriate, work-life balance, stress, nutrition, smoking, drinking, ill health, physical health and healthy heart. The Healthy Living website includes an online health coach, Heath Matters E-Zine and information on an extensive range of health related topics. Employees can set personal fitness goals and track their progress online. Finally, employees can take an online assessment, generating their own ‘Q' score, understanding the impact that their lifestyle is having on their health. There is also an area for line managers providing management tools and advice. In addition to this, the company have launched an income protection scheme, the policy will provide 65% of base salary until the age of 65 should an employee become medically incapable of performing their duties. This takes the stress and worry out of any long term sickness situations for the employee.
This year Updata Infrastructure introduced the Employee Assistance programme which offers a helpline where employees can speak to an experienced counsellor, legal representative or qualified nurse 24 hours per day, 365 days per year. This provides around the clock advice and counselling on matters such as, emotional issues, bereavement, relationships, health concerns, healthy living advice, alcohol/quit smoking advice, debt/money matters and landlord/tenant disputes. Employees also receive access to the Worklife Solutions website where you can gain access to help on a number of topics including: relationships, family, home, bereavement, finances, sickness, disability, retirement, change, workplace conflict, working as an expatriate, work-life balance, stress, nutrition, smoking, drinking, ill health, physical health and healthy heart. The Healthy Living website includes an online health coach, Heath Matters E-Zine and information on an extensive range of health related topics. Employees can set personal fitness goals and track their progress online. Finally, employees can take an online assessment, generating their own ‘Q' score, understanding the impact that their lifestyle is having on their health. There is also an area for line managers providing management tools and advice. In addition to this, the company have launched an income protection scheme, the policy will provide 65% of base salary until the age of 65 should an employee become medically incapable of performing their duties. This takes the stress and worry out of any long term sickness situations for the employee.
This year Updata Infrastructure introduced the Employee Assistance programme which offers a helpline where employees can speak to an experienced counsellor, legal representative or qualified nurse 24 hours per day, 365 days per year. This provides around the clock advice and counselling on matters such as, emotional issues, bereavement, relationships, health concerns, healthy living advice, alcohol/quit smoking advice, debt/money matters and landlord/tenant disputes. Employees also receive access to the Worklife Solutions website where you can gain access to help on a number of topics including: relationships, family, home, bereavement, finances, sickness, disability, retirement, change, workplace conflict, working as an expatriate, work-life balance, stress, nutrition, smoking, drinking, ill health, physical health and healthy heart. The Healthy Living website includes an online health coach, Heath Matters E-Zine and information on an extensive range of health related topics. Employees can set personal fitness goals and track their progress online. Finally, employees can take an online assessment, generating their own ‘Q' score, understanding the impact that their lifestyle is having on their health. There is also an area for line managers providing management tools and advice. In addition to this, the company have launched an income protection scheme, the policy will provide 65% of base salary until the age of 65 should an employee become medically incapable of performing their duties. This takes the stress and worry out of any long term sickness situations for the employee.
Flexible working and flexi-hours – they have a progressive approach to staff working flexible to ensure that their work/life balance and to reduce the likelihood of stress – whether it be due to arranging childcare or rush hour commutes. Fruit Tuesdays – they encourage healthy eating by providing free fruit every Tuesday morning.
Their appraisal process is robust; it encompasses 3 elements: 360 feedback from colleagues and clients, self review and the appraisal meeting with the manager. Embedded into the appraisal process is a ‘training needs analysis' where they identify where gaps exist in employees knowledge/experience and they aim to fill those gaps with recommended training, be it external/internal training courses, mentoring, job shadowing, etc. They have approved and supported most training requests; ranging from short courses, degree courses, right through to MBAs. The appraisal process is focused on enhancing professional development by encouraging all employees to consistently deliver results, capitalise on successes, learn from failures and grow in their position.
Human Resources has been given full responsibility to take appropriate action following the results from the survey. Firstly they plan to communicate the overall results to all. Where appropriate, they will run focus groups to dig deeper and gain insight on the areas that they will work together to translate the results in more concrete action plans. A senior member of the team will be assigned to take ownership of each area. Employees will be given updates on a regular basis on how these things are progressing. They will also take notes on the areas they scored well in and ensure these are maintained and enhanced further.
Triodos provides a variety of ways to support co-worker well-being. They provide free organic fruit supplied by one of their customers for all co-workers to help themselves. They have a £50p.a. well-being allowance for all co-workers. This can be used towards anything to do with the co-worker's well-being and can be attuned to their interests, for example it has been used for gym membership, massages and bike equipment. They have internal clubs/societies where like minded people can get together and share a passion, such as their book club, craft club and netball club. They have begun lunchtime learning sessions where co-workers can learn a new skill in their lunch break. Their recent lunchtime learning is over an 8 week period -1 hour per week and involves 20 co-workers exploring the 8 Habits of Happiness. This is run by a positive psychologist from the Happy City Initiative. This is the first time such a course has been run at an organisation level so they are pioneering new ground with Happy City. Future planned activities involve learning languages, musical instruments, crafts, and being a DJ! These lunchtime learnings will all be run by their co-workers, who are keen to share their skills.
Triodos Bank continually gives something back to the local and wider community through their very existence and business model. They only finance organisations that can demonstrate a positive impact on the environment, society and culture around them locally and globally. Through their lending and customer relationships, co-workers and customers are aware of their local and wider social engagement and impact. The point is it's part of their DNA as opposed to a CSR exercise. As such, they find that both co-workers who are already socially minded, and those who are less so, after spending time working at Triodos almost become more engaged with their local and broader communities simply by osmosis. Community participation, engagement and social impact by co-workers is encouraged, and supported by the bank though away days, social events, customer visits. Their co-workers take part in local sporting teams pitched against other organisations. Many co-workers volunteer at local organisations, and their procurement processes seek to use local, community and/or fair trade suppliers where possible, for example the twice-weekly local organic fruit delivery, the fair-trade tea and coffee supplied for co-worker and visitor refreshments.
Triodos provides a variety of ways to support co-worker well-being. They provide free organic fruit supplied by one of their customers for all co-workers to help themselves. They have a £50p.a. well-being allowance for all co-workers. This can be used towards anything to do with the co-worker's well-being and can be attuned to their interests, for example it has been used for gym membership, massages and bike equipment. They have internal clubs/societies where like minded people can get together and share a passion, such as their book club, craft club and netball club. They have begun lunchtime learning sessions where co-workers can learn a new skill in their lunch break. Their recent lunchtime learning is over an 8 week period -1 hour per week and involves 20 co-workers exploring the 8 Habits of Happiness. This is run by a positive psychologist from the Happy City Initiative. This is the first time such a course has been run at an organisation level so they are pioneering new ground with Happy City. Future planned activities involve learning languages, musical instruments, crafts, and being a DJ! These lunchtime learnings will all be run by their co-workers, who are keen to share their skills.
Throughout the year, many Rooflight staff support charitable events such as Children in Need, The Nasio Trust and Nets for Malaria by organising events that are fun and raise money for the nominated charity. The company will match any funds raised by employees and also sponsor 14 children through their school years at an orphanage in Aligarh, India which they got to know through a relationship with one of their suppliers. They have an environmental policy including movement sensors so that lights are not left on, measuring power consumption, recycling of waste materials and the sustainable sourcing of food.
Throughout the year, many Rooflight staff support charitable events such as Children in Need, The Nasio Trust and Nets for Malaria by organising events that are fun and raise money for the nominated charity. The company will match any funds raised by employees and also sponsor 14 children through their school years at an orphanage in Aligarh, India which they got to know through a relationship with one of their suppliers. They have an environmental policy including movement sensors so that lights are not left on, measuring power consumption, recycling of waste materials and the sustainable sourcing of food.
Throughout the year, many Rooflight staff support charitable events such as Children in Need, The Nasio Trust and Nets for Malaria by organising events that are fun and raise money for the nominated charity. The company will match any funds raised by employees and also sponsor 14 children through their school years at an orphanage in Aligarh, India which they got to know through a relationship with one of their suppliers. They have an environmental policy including movement sensors so that lights are not left on, measuring power consumption, recycling of waste materials and the sustainable sourcing of food.
The company has an open door policy at all levels. They hold quarterly company meetings where everyone gets to say whatever they want. They then get into teams to solve a specific problem. It could be anything from company titles to dress code to new business opportunities. They then write this meeting up and send it around to everyone. Throughout the quarter they follow up on any actions taken as a consequence to these meetings and send out the outcomes. Nothing gets ignored that has been mentioned in these meetings.
The two owners are both incredibly hands on and available, even when they have a lots of their own work. They are fun, likeable, fair and encouraging and they work hard and lead by example. They get involved, whether it means getting up at 5am or partying with everyone until 2am. They do not forget their roots and strongly believe that their staff make the company what it is.
The organisation seeks to enhance the wellbeing of employees. They have lots of arenas for communication, both public and private. There are weekly yoga sessions, juices and fruit are always available and there are cycling initiatives. They also give an extra days holiday for birthdays!
At The Midcounties Co-operative, openness is one of their key values. They try to be transparent with each colleague about what benefits there are to being employed by Midcounties. One way they can see this is by logging onto their colleague portal and viewing their Total Reward Statement (TRS). Their TRS shows all their benefits over the year including salary, uniform, health benefits, service awards, training, discount savings and more. TRS were launched in 2013 and was supported by a huge communication campaign and is backed up by ongoing poster campaigns at sites. They've chosen Savvy Sam as the face of Your Benefits and created a brand to have consistency in their communications to colleagues. Sam is a friendly reminder of what is available to colleagues and where to find their benefits. Sam's website has been set up for each colleague to provide a place where they can get discounts with external businesses online, read about Society news, see what events are coming up, hear about new benefit schemes, enter monthly competitions and chat to other colleagues across all of the businesses on the forum.
At The Midcounties Co-operative, openness is one of their key values. They try to be transparent with each colleague about what benefits there are to being employed by Midcounties. One way they can see this is by logging onto their colleague portal and viewing their Total Reward Statement (TRS). Their TRS shows all their benefits over the year including salary, uniform, health benefits, service awards, training, discount savings and more. TRS were launched in 2013 and was supported by a huge communication campaign and is backed up by ongoing poster campaigns at sites. They've chosen Savvy Sam as the face of Your Benefits and created a brand to have consistency in their communications to colleagues. Sam is a friendly reminder of what is available to colleagues and where to find their benefits. Sam's website has been set up for each colleague to provide a place where they can get discounts with external businesses online, read about Society news, see what events are coming up, hear about new benefit schemes, enter monthly competitions and chat to other colleagues across all of the businesses on the forum.
In 2011 their colleagues elected Women's Aid as their two year charity partner. Selecting a domestic violence charity was a brave and unusual choice for a retail business; indeed it was a first for Women's Aid. As is usual, the partnership had a particular emphasis on raising funds. Soon into the partnership it became very clear that this was so much more than fundraising. This was an opportunity to help change behaviour and to raise awareness of the impact of domestic violence to their colleagues, members, customers and the wider community. It became about helping to break the cycle of two women dying each week as a result of domestic violence. When the partnership ended in February 2013 they had raised £345,000; given 22,741 hours of volunteering time (10,959 of these in the West Midlands area); changed their internal policies to recognise domestic violence and trained their HR team to support colleagues in need; supported a national Women's Aid campaign collecting 24,000 signatures helping Women's Aid to surpass their 2011 target of 10,000 signatures and created an educational toolkit for Women's Aid to use nationally in schools to break the cycle of abuse before it happens. Their work has helped Women's Aid to raise their profile nationally and their partnership has been recognised through the achievement of national awards.
The organisation looks after and manages 3,000 acres of Triassic Pebblebed Heaths which enables over 500,000 visits a year by the local community at no cost to them. They gave over 270 local school children a chance to visit the Heaths and learn about its "240 million year old Triassic past", even meeting their own 240 million year old Triassic repile - the Rhynchosaurus! They also use wood fuel to heat their office and they are rolling out this green energy approach to other buildings this year. They have installed a 50kw solar PV array next to one of their business parks to encourage use of solar power by their business tenants and they have just applied to install a 4 mega watt scheme next to a larger business park in Exmouth to power all the businesses with renewable energy. They also provide "ride to work stabling" at Bicton Arena for employees who wish to travel to work by horse.
The organisation hosts "Skip Sessions" - i.e. skipping layers of management where each quarter five employees meet informally with the leader of the organisation for a two hour session where anything can be discussed and ideas and thoughts on how to improve the way they work can be put on the table and discussed. The only rules are that those attending may not discuss anyone not present and there are no formal minutes but the Director takes away the key un-attributable messages and ensures that they are followed up.
The organisation seeks to reward employees in various ways. They arrange dinner or lunch with a family member from the Estate's owners, which provides an opportunity to say "thank you" personally and for the employee to feel appreciated. Employees receive recognition for years of service by receiving a certificate and gift presented by Lord Clinton and the Estates Director after 10, 20, 25, 35, 40, 45 and 50 years. Our last 50 year certificate was in April 2012; our next will be in 8 years' time.
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