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.
Staff are rewarded through an annual party which this year included complimentary drinks and amusements including dodgems, a surf simulator,gladiator duel, and music. There was a prize draw to win prizes including flights from Bristol to any European destination, an iPad and a balloon ride. In addition, there are specific group and team parties led by the relevant group or team leader to thank and reward staff. For example, Richard Waller who heads TLT's Financial Services Group has an annual party at his home for all 250 staff in the group. As well as providing food and drink, Richard invites staff to use his swimming pool and arranges a live band, bouncy castle, laser maze and other activities. TLT provides a social budget which teams are actively encouraged to use to fund team Christmas parties or other team days out.
TLT LLP have corporate rates at the national gym chain, Fitness First as well as the local Welshback Squash and Health Club to encourage their employees to stay fit and healthy. The Relaxation Station (a professional on-site service which helps to release muscle tension, alleviate headaches and improve circulation) visits the Redcliff Street Bristol office on a monthly basis to allow employees to have a 30 minute treatment of their choice at a reduced price. They also have quarterly visits from a local chiropractor who offers practical advice or treatment on back pain and associated ailments.
Staff are rewarded through an annual party which this year included complimentary drinks and amusements including dodgems, a surf simulator,gladiator duel, and music. There was a prize draw to win prizes including flights from Bristol to any European destination, an iPad and a balloon ride. In addition, there are specific group and team parties led by the relevant group or team leader to thank and reward staff. For example, Richard Waller who heads TLT's Financial Services Group has an annual party at his home for all 250 staff in the group. As well as providing food and drink, Richard invites staff to use his swimming pool and arranges a live band, bouncy castle, laser maze and other activities. TLT provides a social budget which teams are actively encouraged to use to fund team Christmas parties or other team days out.
Performance is recognised with annual employee awards. Instant recognition is given with spot rewards through their Moments of Magic programme.
Performance is recognised with annual employee awards. Instant recognition is given with spot rewards through their Moments of Magic programme.
Thomson Online Benefits hold a Company conference, team meals and drinks and a Christmas party. There are various team outings and social events. Team celebrations are managed locally. Team/Reward bonuses are given through the recognition programme.
The Futures Company offer Management Training consisting of People management, Business and Financial Management, Negotiation skills, Leadership and Trusted Advisor training as well as Industry-specific training. There is learning on the job, mentored and coached by seniors, given opportunities to work across the teams to gain breadth as well as depth of experience.
The cultural approach within The Futures Company is one of trust, transparency and accessibility extended to all. Their recently appointed MD, Sarah King, is enormously respected for her enthusiastic commitment to the business. She has a very collaborative approach, is empathetic and supportive, always makes time for important conversations even when she is very busy. She is an inspiring role model, with high levels of integrity, leading by example.
In addition to their informal and staff-initiated events, The Futures company provides pro-bono services for a number of charitable and other NGO organisations. Examples include: The Teenage Cancer Trust where they delivered a keynote speech on evaluating the impact of the built environment at their annual conference. The Futures Company provide support in a variety of ways offering disadvantaged young people from City Gateway the opportunity for a three month Apprenticeship and offering annual office-based work experience opportunities for a local high school.
The Crown Estate have a Reward package called MyReward which encompasses salary, bonus, perfomance management, pensions and benefits. This is an important element of their strategy for success. They also celebrate success at an individual level through recognising people's achievements in their internal communication channels.
The Crown Estate local communities span the UK. They are developing a corporate community investment strategy but already operate in a number of estate based (Rural, Marine or Urban) communities. They work with agricultural tenants to help them diversify or join a prestigious food store's supply chain. They have a Marine Communities Fund through which about £400k p.a. is directed at specific projects. They are a founding member of the Westminster Small and Medium sized Business forum, have provided community halls for various groups and regularly permit the use of their Board Room as a local unit for community events/local groups.
The Crown Estate local communities span the UK. They are developing a corporate community investment strategy but already operate in a number of estate based (Rural, Marine or Urban) communities. They work with agricultural tenants to help them diversify or join a prestigious food store's supply chain. They have a Marine Communities Fund through which about £400k p.a. is directed at specific projects. They are a founding member of the Westminster Small and Medium sized Business forum, have provided community halls for various groups and regularly permit the use of their Board Room as a local unit for community events/local groups.
RPM ensures that success, as a result of an indivdual or team, is not only made public to the whole office, but also celebrated. For example, in their weekly news letter they have a special 'thank you's' section,which specifically encourages and therefore recognises hard work or particular individual achievements. Also, everytime there is a new client win, a member of that team will ring the 'new business bell' that sits on the Account Team wall, which lets everyone know of this achievement and helps to bring the office together. Whenever an employee is promoted they are given bottle of champagne by the MD.
Dom Robertson, Managing Director of RPM, oversees the entire agency, which has grown significantly over this year. As a result, Dom ensures that, regardless of where an individual is or how long they have been with the business, he will spend time with them equally and also devotes a huge amount of his personal time visiting all of our live activity. Whether evenings or weekends, he will ensure he spends time seeing the work of the business and feeding back on successes as well as spending time with people in the field. Dom is accessible and fully engaged with the agency and everyone who wishes to, can have time with him, whether to simply chat about personal issues or to put forward suggestions for the agency. He also lives the company values and ensures his senior team embody them as well as especially ‘leading by example'.
RPM ensures that success, as a result of an indivdual or team, is not only made public to the whole office, but also celebrated. For example, in their weekly news letter they have a special 'thank you's' section,which specifically encourages and therefore recognises hard work or particular individual achievements. Also, everytime there is a new client win, a member of that team will ring the 'new business bell' that sits on the Account Team wall, which lets everyone know of this achievement and helps to bring the office together. Whenever an employee is promoted they are given bottle of champagne by the MD.
Randstad Technologies have a budget specifically for fun and social events. Colleagues take part in Friday drinks, Team lunches, Christmas party, Summer day and a one-day event organised outdoor, (generally parks) between May and June with different activities and a meal organised. It is a great opportunity to gather all members of staff in a social atmosphere before the holidays season kicks off. They also hold an Intra offices 5-a-side football and netball tournament. Lunch or dinner is usually held quarterly for every team to get together. Their last experience of team building was a 15-participants quiz night held in Central London. The night out in itself was a very good way to socialise outside work and get to know each other a bit more.
Randstad Technologies ensure that their employees feel rewarded for their efforts by combining financial rewards and recognition. They have an advantageous commission scheme and they put their efforts into celebrating their employees' good efforts. They also invest in high quality competitions' rewards to ensure all employees feel their efforts will be recognised. Instant recognition is commonly used by sending a company email highliting the efforts of their employees. Lunch and drinks happen to celebrate employee achievements and they also have a monthly company results meeting where champagne is provided to the best performers of the month.
The MD Rodney Jackson, conducts quarterly roadshows to give a picture of how the company is performing and what the future business plans are. It is also a great opportunity for all members of staff to have a direct exchange with their MD and ask any questions. All team leaders work closely with their team members in an open plan office environment and they operate an open door policy for all senior managers and MD office. There is a weekly Managing Director Blog where any important news, change, amendment, new project, new client is communicated to all members of staff via this publication.
Examples of how PSN engages with schools and colleges include workshop sessions for students on interpersonal and communication skills, information on the oil and gas industry (e.g jobs available), CV writing, applying for jobs, interviewing techniques and facilitating meetings. These sessions have taken place at Old Machar Academy and Mearns Academy. Members of their HR team mentor students at Robert Gordon University who are studying for their MSc in Human Resource Management. Engineering students from RGU universities meet with practicing engineers to mentor and discuss options for career development within oil and gas and other industries.
PSN hold a number of fitness actvities throughout the year including the 'Fit 4 2009 Challenge.' This involves measuring the fitness of the participants at the beginning of the programme and then again 8 weeks later. There are 6 areas to check which include body fat, blood pressure aerobic capacity and flexibility. They continue to maintain their 'Healthy Working Lives' programme. The standards criteria give them a framework to develop a strong health strategy within the business. It gives them a means of tackling not only the 'nicer' topics of health such as general fitness, but also the more difficult subjects such as urinary tract cancer, drug and alcohol abuse, stress and mental illness. Although not easy subjects to tackle they continually get wide support to 'lunch & learn' sessions throughout the year with most being over subscribed.
PSN hold a number of fitness actvities throughout the year including the 'Fit 4 2009 Challenge.' This involves measuring the fitness of the participants at the beginning of the programme and then again 8 weeks later. There are 6 areas to check which include body fat, blood pressure aerobic capacity and flexibility. They continue to maintain their 'Healthy Working Lives' programme. The standards criteria give them a framework to develop a strong health strategy within the business. It gives them a means of tackling not only the 'nicer' topics of health such as general fitness, but also the more difficult subjects such as urinary tract cancer, drug and alcohol abuse, stress and mental illness. Although not easy subjects to tackle they continually get wide support to 'lunch & learn' sessions throughout the year with most being over subscribed.
Due to the nature of the business Patton Group have numerous training schemes happening: Site Safety Supervisors, Microsoft Office/Project Planning software, Management and Leadership, Communication Skills, Appraisals Training, Professional Memberships e.g. CIOB, RICS, CIPD, CIM, MSC Project Management/ BSc Construction Engineering, NVQ 3 Bench Joinery, First Aid, Numerous H&S courses, NVQ's in Plant Operation.
Supportive, enthusiastic and driven, the 76 year old Chairman, David Patton is an inspiration to everyone in the Company. He still very actively involved in the company as our Chairman and his son Neil is now Managing Director.
Due to the nature of the business Patton Group have numerous training schemes happening: Site Safety Supervisors, Microsoft Office/Project Planning software, Management and Leadership, Communication Skills, Appraisals Training, Professional Memberships e.g. CIOB, RICS, CIPD, CIM, MSC Project Management/ BSc Construction Engineering, NVQ 3 Bench Joinery, First Aid, Numerous H&S courses, NVQ's in Plant Operation.
Parasol has an annual motivational plan setting out a variety of special, entertaining events/activities for staff to look forward to throughout the year. They ask volunteers from across the business to help come up with ideas for events and take ownership of planning and running the activities on the day. Parasol's customer service team celebrated Customer Service week with team activities and a competition to come up with a bright idea to make their customers love Parasol even more. They promoted a bit of healthy competition amongst teams in their health and wellbeing/sports week.
The Chief Executive believes that Parasol's most important asset is the people. He gets a kick out of seeing people developing and performing to the best they can be because he recognises that each individual success leads to an even more successful future for Parasol. On occasions where a team is out of the office at team building events for example and the department is being operated by a skeleton staff, the Chief Executive regularly mucks in, emerging from his office to answer phones and respond to queries normally picked up by the team. This really builds morale amongst those looking on.
Everyone at Parasol has free membership to the local gym, located very close to the office. The membership provides full access to the gym, swimming and classes at any time. They have a factsheet dedicated to exercise and lots of hints and tips on the intranet. As part of Parasol's charity fundraising they promote and support get up and go activities such as the triathlon and starlight walks. As part of Parasol's health and well being week they also arranged a pedometer challenge where everyone received a pedometer and were given a challenge to hit the recommended daily number of steps and clock up more steps than colleagues in the process.
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