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.
Clive is accessible to all staff and still has a hands-on-approach to projects, working side-by-side with staff and clients to keep him fully in-touch with their needs and requirements. Clive makes a special effort to 'walk the office floor' to find out about staff on a personal level and to foster a family atmosphere throughout the organisation. Clive leads from the front and is the official communicator for both good and bad news demonstrating his leadership approach focussed on openness and trust. He is the first to send emails congratulating staff on their promotion or individual efforts in gaining awards such as NVQs, MRICS and MSc.
Arcus employees are wholly involved in projects concerning upgrading homes for various Housing Association clients. In this respect they are an integral part of providing decent affordable homes for people across the UK. Each employee also has the opportunity to volunteer for a charity of their own choosing for one day each year to help and support in any way they want. Offices are able to take a working day out to support specific initiatives in their local community if there is something they want to get involved with. Arcus have signed up to ProHelp which allows Arcus to commit their professional time as Project Managers, Architects, Building Surveyors and Cost Managers to making a difference in their local community by providing free advice and professional support. For example, we gave 250 hours of professional time to assist the development of a Community Centre and Synthetic sports pitch in Droylsden, Manchester. The centre will be used by various community groups as well as providing a learning centre for local adults and others within the community.
Arcus employees are wholly involved in projects concerning upgrading homes for various Housing Association clients. In this respect they are an integral part of providing decent affordable homes for people across the UK. Each employee also has the opportunity to volunteer for a charity of their own choosing for one day each year to help and support in any way they want. Offices are able to take a working day out to support specific initiatives in their local community if there is something they want to get involved with. Arcus have signed up to ProHelp which allows Arcus to commit their professional time as Project Managers, Architects, Building Surveyors and Cost Managers to making a difference in their local community by providing free advice and professional support. For example, we gave 250 hours of professional time to assist the development of a Community Centre and Synthetic sports pitch in Droylsden, Manchester. The centre will be used by various community groups as well as providing a learning centre for local adults and others within the community.
The staff obtain direct bonuses linked to profits which encourages quality work in a legal environment. They also offer discretionary bonuses for superior work. Finally, smaller items are rewarded with recognition in the firm's magazine and the giving of a bottle of champagne.
All staff receive BUPA care and have subsidised gym membership open to them. The firm is generous in its approach to staff illness and personal problems. The firm is able to offer flexibility regarding working hours either on a one off basis or as a longer term arrangement.
The staff obtain direct bonuses linked to profits which encourages quality work in a legal environment. They also offer discretionary bonuses for superior work. Finally, smaller items are rewarded with recognition in the firm's magazine and the giving of a bottle of champagne.
Adecco Scotland contingent hold an awards night each year, this year marking a social event to build team spirit. As well as being a fantastic team building morale night with 95% attendance of the region the team were able to share success with the event being talked about for weeks after. The awards are a mixture of serious and fun events. This was paid for by the company with a budget of £1000 given to each zone.
Employees have bespoke training programmes devised for their specific job role requirements. These are in various formats, however but follow the ethos of career and personal development. Top Talent is a programme for Consultants to apply for who wish to be promoted to the next level up and devised programme will allow them to gain experience and on the job training and be mentored by colleagues within the organisation to experience what the reality of Branch Managers role is. This development programme is a course to enhance the knowledge and skills of Consultants who based on their current experience and achievements against target are provided guidance and enrichment in their current role whether this leads to promotion to Branch Manager or elsewhere within the Company. Career Ladders is a document provided to all employees to advise them of the expectations in the current role and how they can be supported and what they need to do to get to the next role.
Adecco Scotland contingent hold an awards night each year, this year marking a social event to build team spirit. As well as being a fantastic team building morale night with 95% attendance of the region the team were able to share success with the event being talked about for weeks after. The awards are a mixture of serious and fun events. This was paid for by the company with a budget of £1000 given to each zone.
Absoft continue to commit to graduate recruitment and development. They have taken on 10 graduates over the course of this year and as a management team devoted considerable time and energy into a development programme to support this.
Absoft continue to commit to graduate recruitment and development. They have taken on 10 graduates over the course of this year and as a management team devoted considerable time and energy into a development programme to support this.
Absoft continue to commit to graduate recruitment and development. They have taken on 10 graduates over the course of this year and as a management team devoted considerable time and energy into a development programme to support this.
Everyone is encouraged to take on as much responsibility as they desire and to be accountable for activities within their control. Staff are given flexibility and autonomy and although guided toward reaching agreed goals, are encouraged to find their own way, asking for assistance when needed. Recognise and reward a job well done. Monthly scorecard to provide metric to Agents and allows them to understand their performance against set and attainable goals
Staff have quarterly goals and are rewarded based on their achievement. They consistently receive feedback on their progress and status against goal. Agents are recognised for being "star performers" based on their output and quality. They receive early access to the rota, Amazon gift certificates and publicity on the Forum when they receive "star status."
Everyone is encouraged to take on as much responsibility as they desire and to be accountable for activities within their control. Staff are given flexibility and autonomy and although guided toward reaching agreed goals, are encouraged to find their own way, asking for assistance when needed. Recognise and reward a job well done. Monthly scorecard to provide metric to Agents and allows them to understand their performance against set and attainable goals
A key message from Jack, the Managing Director shortly follows the fortnightly Senior Management Team meetings to share with employee discussions and decisions made. This promotes transparency and the cascade of important information throughout the Council. He demonstrates through his actions how he wishes to be fairly treated alongside all employees; for example, when the Council tightened up entitlements to payments of car allowances for budget pressures, he relinquished his entitlement to an essential user car allowance and also wrote to the Leader of the Council indicating that because of the economic climate he will not accept any increase in salary for the next 2 years and that, even then, any increase would be subject to the Council achieving its programmed savings for the next 2 financial years.
A key message from Jack, the Managing Director shortly follows the fortnightly Senior Management Team meetings to share with employee discussions and decisions made. This promotes transparency and the cascade of important information throughout the Council. He demonstrates through his actions how he wishes to be fairly treated alongside all employees; for example, when the Council tightened up entitlements to payments of car allowances for budget pressures, he relinquished his entitlement to an essential user car allowance and also wrote to the Leader of the Council indicating that because of the economic climate he will not accept any increase in salary for the next 2 years and that, even then, any increase would be subject to the Council achieving its programmed savings for the next 2 financial years.
A key message from Jack, the Managing Director shortly follows the fortnightly Senior Management Team meetings to share with employee discussions and decisions made. This promotes transparency and the cascade of important information throughout the Council. He demonstrates through his actions how he wishes to be fairly treated alongside all employees; for example, when the Council tightened up entitlements to payments of car allowances for budget pressures, he relinquished his entitlement to an essential user car allowance and also wrote to the Leader of the Council indicating that because of the economic climate he will not accept any increase in salary for the next 2 years and that, even then, any increase would be subject to the Council achieving its programmed savings for the next 2 financial years.
Supporting local residents to transform their neighbourhoods through environmental projects such as multi award winning Kingfisher trail project. In the 1960's this 1.75 mile area, known as ‘The Brook' was a place of beauty, where local people would often go to escape the bustle of urban life. Over the last few decades, the area was neglected and it became overgrown and a dumping ground for rubbish. The stream clogged up and became filthy and foul smelling. Four years ago, a group of local residents decided they would bring the area back to the place of beauty it once was. Working with the local community, Trent & Dove Housing, the Heart of Burton Partnership, East Staffordshire Council and Staffordshire County Council, they have achieved a tremendous amount. The area has now been transformed, and is once more a place where local people can come to relax, enjoy and escape from the stresses of urban life.
Supporting local residents to transform their neighbourhoods through environmental projects such as multi award winning Kingfisher trail project. In the 1960's this 1.75 mile area, known as ‘The Brook' was a place of beauty, where local people would often go to escape the bustle of urban life. Over the last few decades, the area was neglected and it became overgrown and a dumping ground for rubbish. The stream clogged up and became filthy and foul smelling. Four years ago, a group of local residents decided they would bring the area back to the place of beauty it once was. Working with the local community, Trent & Dove Housing, the Heart of Burton Partnership, East Staffordshire Council and Staffordshire County Council, they have achieved a tremendous amount. The area has now been transformed, and is once more a place where local people can come to relax, enjoy and escape from the stresses of urban life.
Supporting local residents to transform their neighbourhoods through environmental projects such as multi award winning Kingfisher trail project. In the 1960's this 1.75 mile area, known as ‘The Brook' was a place of beauty, where local people would often go to escape the bustle of urban life. Over the last few decades, the area was neglected and it became overgrown and a dumping ground for rubbish. The stream clogged up and became filthy and foul smelling. Four years ago, a group of local residents decided they would bring the area back to the place of beauty it once was. Working with the local community, Trent & Dove Housing, the Heart of Burton Partnership, East Staffordshire Council and Staffordshire County Council, they have achieved a tremendous amount. The area has now been transformed, and is once more a place where local people can come to relax, enjoy and escape from the stresses of urban life.
Taunton School hold an end of year barbecue and farewell drinks. There is also The Armed man Concert at Wells Cathedral for everyone to attend.
Taunton School hold an end of year barbecue and farewell drinks. There is also The Armed man Concert at Wells Cathedral for everyone to attend.
John Newton leads with enthusiasm, energy and belief in what Tauanton School do.
St Wilfrids' education department provides an excellent programme of training and development that has a strong reputation for providing end of life care education. All courses here are offered to the external market but are available to employees of the Hospice to attend at no cost to the individual. Each member of staff has an annual performance review meeting with their line manager and training and development will be discussed as part of that meeting and on an ongoing basis through the year. External courses are supported where budget allows and they are also able to apply to Help the Hospices (National membership body for hospices) for professional development grants to support the costs of external courses. All employees attend an annual in house training session and other training is set up in response to identified needs e.g. shop managers have recently been trained in dealing with conflict.
St Wilfrids participate in activities promoted by the Dying Matters coalition which aims to promote increased awareness of the need to discuss issues relating to end of life and encourage everyone to plan for this and discuss their wishes and plans with their loved ones. An additional campaign was launched by Help the Hospices this October and Hospice Awareness Week was marked here by an open afternoon with the theme 'Be Surprised'. This event was held to promote better understanding of hospice care as well as encourage members of the public to discuss end of life issues.
St Wilfrids participate in activities promoted by the Dying Matters coalition which aims to promote increased awareness of the need to discuss issues relating to end of life and encourage everyone to plan for this and discuss their wishes and plans with their loved ones. An additional campaign was launched by Help the Hospices this October and Hospice Awareness Week was marked here by an open afternoon with the theme 'Be Surprised'. This event was held to promote better understanding of hospice care as well as encourage members of the public to discuss end of life issues.
St David's provides free hospice at home care for people with life threatening illnesses in the care of their own home.
St David's seek to enhance the wellbeing of their employees by offering Occupational Health.
St David's seek to enhance the wellbeing of their employees by offering Occupational Health.
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