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.
The company provide employees with their own, personalised mug upon joining the firm to eliminate waste from the use of paper cups.
All partners and directors attended a workshop designed to help them to motivate, recognise and retain their employees. The Senior Management team have also approved a firmwide strategy session off site for May 2012. This is currently in the planning stages. Bob Rothenberg became Senior Partner at the company in 1997. He has an approachability and warmth that make him very popular with everyone within the organisation. He successfully lives the firm's values and has managed to nurture a firm that cares about its staff whilst also being supportive of new and innovative approaches to the way they do things.
The company provide employees with their own, personalised mug upon joining the firm to eliminate waste from the use of paper cups.
Bank Machine has a number of ways in which it rewards its employees but one of the most effective is their 'Employee of the Quarter' awards. Nominations are provided by employees for employees (not necessaily from their own department) who they believe have gone the extra mile in their job. Nominations have to be well detailed with explanations of specific instances or situations that have prompted the nomination. The winner or winners each receive £1,000 whilst the runners-up receive £500 each.
Bank Machine has a number of ways in which it rewards its employees but one of the most effective is their 'Employee of the Quarter' awards. Nominations are provided by employees for employees (not necessaily from their own department) who they believe have gone the extra mile in their job. Nominations have to be well detailed with explanations of specific instances or situations that have prompted the nomination. The winner or winners each receive £1,000 whilst the runners-up receive £500 each.
Bank Machine has a number of ways in which it rewards its employees but one of the most effective is their 'Employee of the Quarter' awards. Nominations are provided by employees for employees (not necessaily from their own department) who they believe have gone the extra mile in their job. Nominations have to be well detailed with explanations of specific instances or situations that have prompted the nomination. The winner or winners each receive £1,000 whilst the runners-up receive £500 each.
Aquamarine Power believes everyone's voice should be heard, whether it's coming up with a new idea or feeling able to challenge the status quo. As part of their commitment to genuinely listen to staff, Aquamarine Power has conducted bi-annual anonymous staff surveys for three years. This has proved a highly effective way of listening to staff and has allowed the company to make business improvements based on staff feedback. Participation in the staff surveys has consistently been between 95 and 100% which demonstrates the value staff place on this opportunity to give their views. In addition to their surveys, the company also hold regular focus groups and workshops to explore issues raised within the survey in more detail. They also listen to staff queries, which can be raised anonymously at their All Staff Update – a monthly get-together, which encourages two-way communication and is the cornerstone of their staff engagement strategy.
CSR is integral to the unique culture at Aquamarine Power where they ensure their staff can thrive and have fun while making a significant contribution to the wider community and socio-economic climate. 100% of employees were proud of the CSR activities the company was involved in according to the Staff Survey in December 2010. Since then they have strived to improve CSR on an internal, local and global scale; building partnerships with RSPB, Engineering Aid and the Marine Conservation Society, funded a six-month internship to establish a robust model to analyse their carbon footprint and life cycle analysis and setting the standard for wave energy site consenting with focus on community consultation. Aquamarine Power has a broad framework of activities involving sport, social activity, environmental initiatives, charitable and community contributions, and supplier partnerships. They promote charitable working by supporting staff to take paid time off to do voluntary work.
Aquamarine Power believes their people are their company and that fulfilled people lead to a successful company. They value learning, sharing expertise and expanding their knowledge and skills. As such, they are committed to a range of initiatives which develop their people professionally and personally. One of the key initiatives which they have introduced to support employee development is their accredited professional development programme, which is designed to help the company's young engineers achieve Chartered status. Almost 30% of their staff are involved in the scheme and it provides a framework for the development of the company's junior staff who are mentored by senior members of staff. The main objectives of the scheme are to ensure that young engineers develop the technical and business competence, innovation and interpersonal skills required to contribute to the company's success and to achieve corporate membership of the IMechE and registration with the Engineering Council.
The leader of Aimia Foods operates an open door policy; any staff wishing to speak to him will feel very comfortable and can do this quite informally during any working day. He is very family orientated and will always take into consideration people's personal circumstances, which has ensured Aimia has been able to maintain its family culture. He is also happy to share the success of the business with staff. This is apparent by the large number of benefits on offer to all staff. As the Managing Director, he is extremely passionate about customer service, quality and health and safety.
The company provides a heath cash plan, which contributes towards the cost of everyday healthcare treatments such as dental, optical chiropody and specialist consultations up to a set policy limit. They also have a Occupational Nurse, Chiropodist Acupuncturist and Physiotherapist who visit the site on a bi-monthly basis. The company have a long term absence policy, to ensure all employees have the full support they need when suffering from any long term illnesses. They offer counselling to all employees through an independent councellor, which is funded by the company.
Aimia Foods Rewards and Recognition programme has two categories, one for rewarding innovation and the other for rewarding employees who go the extra mile. The annual winner receives a brand new car.
Agrovista's chairman knows everyone's name and is happy to make time to see or call any member of staff if they wish to discuss something with him. He interacts well at all levels and always makes time for anyone who wishes to see him. An example of his involvement is that he always makes a point of contacting every employee on their birthday to wish them 'Happy Birthday'.
Agrovista's chairman knows everyone's name and is happy to make time to see or call any member of staff if they wish to discuss something with him. He interacts well at all levels and always makes time for anyone who wishes to see him. An example of his involvement is that he always makes a point of contacting every employee on their birthday to wish them 'Happy Birthday'.
Agrovista's chairman knows everyone's name and is happy to make time to see or call any member of staff if they wish to discuss something with him. He interacts well at all levels and always makes time for anyone who wishes to see him. An example of his involvement is that he always makes a point of contacting every employee on their birthday to wish them 'Happy Birthday'.
To ensure employees feel rewarded they send Thank you letters and hard work is always acknowledged .
To ensure employees feel rewarded they send Thank you letters and hard work is always acknowledged .
Leads by example, ultimate professional, consistent and fair and commands respect without having to ask for it.
Training activities are provided by the company are things such as Credit regulation and collections practice Law, Marketing Finance Social media to encourage employees to grow.
The company has an instant policy including things such as Meals/trips/football matches/wine.
The company has an instant policy including things such as Meals/trips/football matches/wine.
The RESPECT Programme promotes positive behaviour in health, education, personal well being, citizenship, relationships and environment. Warings are proud to be the official corporate partner of the programme, allowing them to offer and support opportunities for young disadvantaged people including supporting apprenticeships and accredited training. Since partnering with the Respect Programme, Warings have taken part in a number of volunteering projects including the environmental clear up at Milton Locks, the Portsmouth Games Sports Festival and the Southsea Skate Park refurbishment. Their Health & Safety Advisors also volunteered their expertise prior to the work, undertaking a complete risk assessment of the park's ongoing repair programme.
Philippe Jouy was appointed Managing Director in November 2009 following the retirement of the CEO after over 30 years with the Company. He has faced many challenges over the year particularly as a result of the economic climate and its impact upon the construction industry. He is open, honest with a fresh outlook, he challenges his people and has high expectations of himself and others.
The RESPECT Programme promotes positive behaviour in health, education, personal well being, citizenship, relationships and environment. Warings are proud to be the official corporate partner of the programme, allowing them to offer and support opportunities for young disadvantaged people including supporting apprenticeships and accredited training. Since partnering with the Respect Programme, Warings have taken part in a number of volunteering projects including the environmental clear up at Milton Locks, the Portsmouth Games Sports Festival and the Southsea Skate Park refurbishment. Their Health & Safety Advisors also volunteered their expertise prior to the work, undertaking a complete risk assessment of the park's ongoing repair programme.
Village Vets support employees' wellbeing by offering healthy eating advice, Fit club and they also have external organisations to provide help with stress.
Village Vets support employees' wellbeing by offering healthy eating advice, Fit club and they also have external organisations to provide help with stress.
Village Vets try to encourage team work by holding Staff dinners, Theatre trips, bowling, ice skating and many more fun events.
In ValueClick we regularly meet up for social events such as Friday beer, Team-lunches and events such as Christmas parties, Summer Parties and Leaving parties.
In ValueClick we regularly meet up for social events such as Friday beer, Team-lunches and events such as Christmas parties, Summer Parties and Leaving parties.
In ValueClick we regularly meet up for social events such as Friday beer, Team-lunches and events such as Christmas parties, Summer Parties and Leaving parties.
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