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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.
Hill & Knowlton provide line managers and mentors to provide one to one advice, support and mentoring. In addition they run creative workshops, presentation skills, they hold seminars with broadcasters and journalists and digital acceleration courses. They also send senior management on a range of courses designed to help them manage senior client relationships effectively, complex problem solving, leadership, relationship building skills and accountability.
Hill & Knowlton provide line managers and mentors to provide one to one advice, support and mentoring. In addition they run creative workshops, presentation skills, they hold seminars with broadcasters and journalists and digital acceleration courses. They also send senior management on a range of courses designed to help them manage senior client relationships effectively, complex problem solving, leadership, relationship building skills and accountability.
The Hub is Hill & Knowlton's new skills academy. The hub puts training at the heart of agency life, emphasising the need for us all to keep learning and developing. Courses offered focus on five core skill areas: Writing, Media Relations, Creativity, Presenting and Business management.
The Leader's communication skills are exceptional and regularly meets with employees. All employees know who their MD is. Some Managers work alongside employees and they are also launching a day in the life where senior Managers will spend a day working in a department to understand how the departments work and operate.
Employee wellbeing is important to Henry Schein. In 2010, their objective was to launch a wellbeing day which was achieved throughout a number of their UK offices and was very successful.
The Leader's communication skills are exceptional and regularly meets with employees. All employees know who their MD is. Some Managers work alongside employees and they are also launching a day in the life where senior Managers will spend a day working in a department to understand how the departments work and operate.
Health Interactions provide external and internal training. External training: Management training workshops (2 days) Trusted Advisor workshops (2 days) Statistics for Non- statisticians workshop (1 day) Internal training: Financial Management Sessions PPT 2003 Basic and Hints and tips Roche Compliance training Proofreading / QC Data checking session Manuscript writing: from CSR to publication From manuscript to news item Copyright issues Identifying the right style for the right audience: patient information material Writing for the Web Writing for a poster Getting the best from Microsoft Word Drug discovery What to expect on-site and any top tips Advisory Boards Clinical Trials GPP2 and compliance processes Clinical trial design Medical Communications Effective use of Excel for KEE mapping Business development: Optimal approaches to pitches and proposals Devising ideas, themes and straplines for advertising campaigns Maconomy Update Refman POIPS Working at HI.
The Leader interacts socially at Friday evening drinks and at adhoc communication and celebration events. The Leader is inclusive, inspirational, approachable, strategic, vision for the business.
There are Management skill training courses with follow up workshops. Lunch and learns around particular skills needs depending on the business. On line skills sound bites, succession planning discussion and trying to empower the teams.
Harvest realise that there are many ways to reward employees for their efforts and have a number of financial and non financial schemes in place. They have a policy of paying in the upper quartile across the organisation and carry out salary benchmarking activities to ensure this is maintained. Their pension scheme provide choice and Harvest make substantial contributions on behalf of employees into this scheme. They also provide a Health Sure Scheme which is non- contributory for all staff and they provide enhanced maternity, paternity and sickness benefits and leave.
Harvest firmly believe that employee wellbeing is enhanced through good leadership, clarity of purpose, fairness and support in balancing work life. They recognise that Harvest is a busy place to work and that it is important that they have the time to do other jobs and still enjoy a healthy work-life balance. The company pays for all employees and their families' to have access to reduced healthcare benefits, for dentistry, optical, and specialist consultations and much more. There are also arrangements in place for counselling and support covers stress counselling, legal, debt and household emergency advice.
Harvest employ Neighbourhood Support Officers whose key role is support, promote and maximise the effectiveness of local community services and projects. Since 2007 Environmental Sustainability has been one of the 6 key business objectives for Harvest, placing environmental issues high on the agenda of every member of staff. Objectives are cascaded down through the performance management system allowing them to dedicate staff time to environmental issues and tap into widespread goodwill.
To encourage team building they hold a range of events including a Family Days, Loss Control Celebration Dinners for various shifts and departments, free drinks at staff Christmas dinners and BBQs for those on Continuous Shifts.
Guardian Industries actively support local charities with donations. They financially support ‘Goole in Bloom' and care for the garden on a roundabout nearby. As part of their Healthguard objectives they also support a local children's football team, Goole Town Tigers.
To encourage team building they hold a range of events including a Family Days, Loss Control Celebration Dinners for various shifts and departments, free drinks at staff Christmas dinners and BBQs for those on Continuous Shifts.
Greenlight offer Management training for new managers, interview skills training. Presentation Training, Excel training, Language skills tutoring (one on one) - this is where English isn't first language. They organise individual English Business language skills lessons, Leadership training and Project Management skills.
Greenlight offer Management training for new managers, interview skills training. Presentation Training, Excel training, Language skills tutoring (one on one) - this is where English isn't first language. They organise individual English Business language skills lessons, Leadership training and Project Management skills.
Greenlight offer Management training for new managers, interview skills training. Presentation Training, Excel training, Language skills tutoring (one on one) - this is where English isn't first language. They organise individual English Business language skills lessons, Leadership training and Project Management skills.
Great Places has a charity fund which is set up to provide charitable aid to residents and tenants. The charity fund is managed by the Great Places staff committee and residents and tenants bid for this money via applications intended to make a positive difference to their lives. Examples can include supporting educational needs, life time ambitions or purchasing items that will help them in independent living. Decisions on applications are decided at monthly staff committee meetings and feedback is promoted to employees through a variety of internal communication channels.
Great Places are very proud of their "can-do positive" culture and this can be seen throughout the organisation at all levels. Employees regular receive emails of thanks from directors and managers which is gratefully received. Great efforts are made across the group to ensure that they continue to be a great place to work. One recent example was a scheme opening but on the day of the event they discovered rubbish strewn on the development in Blackpool. Staff from the nearby office all volunteered to help clean up the mess in time for the opening, a fact recognised by the chief executive and head of communications in an email to their manager.
Great Places has a charity fund which is set up to provide charitable aid to residents and tenants. The charity fund is managed by the Great Places staff committee and residents and tenants bid for this money via applications intended to make a positive difference to their lives. Examples can include supporting educational needs, life time ambitions or purchasing items that will help them in independent living. Decisions on applications are decided at monthly staff committee meetings and feedback is promoted to employees through a variety of internal communication channels.
FT Construction start Personal Growth at the grass roots with an annual intake of apprentices in the traditional building trades (Brickwork and Carpentry/Joinery). To achieve this they work closely with Construction Skills and Darlington College to offer a structured 3 year apprenticeship framework resulting in an Advanced Craft Apprenticeship and NVQ3 qualification in their chosen trade, along with a secure future Many of the apprentices have gone on to represent both their college and WTC at the Regional and National Skillbuild competitions. In addition to this FT Construction actively encourage further/higher education for their existing team at all levels and in many different career paths.
FT Construction start Personal Growth at the grass roots with an annual intake of apprentices in the traditional building trades (Brickwork and Carpentry/Joinery). To achieve this they work closely with Construction Skills and Darlington College to offer a structured 3 year apprenticeship framework resulting in an Advanced Craft Apprenticeship and NVQ3 qualification in their chosen trade, along with a secure future Many of the apprentices have gone on to represent both their college and WTC at the Regional and National Skillbuild competitions. In addition to this FT Construction actively encourage further/higher education for their existing team at all levels and in many different career paths.
FT Construction conduct return to work interviews after absence. If it is a long term absence, this is carried out by H&S & HR Manager. They will always look at phased return if long term sick or reduced/light duties if possible and they also discuss life style changes, diet, exercise etc. FT Construction encourage people to take regular breaks away from their work station in specific areas on most sites.
A lot of work is done at the weekends so Fast Track offer days in lieu. These are capped at 15 days a year to encourage work/life balance. Fast Track have a Chairman's BBQ every year at the Chairman's home where family and friends are invited. There are running groups and keep fit classes at lunch time in the park.
Fast Track Sales Ltd hold several company team events including an annual "sports day" and BBQ in October and an annual Christmas Party. They also have at least one other business focused but interactive fun away day each year. They also endorse and take part in office organised initiatives such as a charity fund raising. Fast Track Sales Ltd also support their company sports teams such as their netball and football team by contributing to their subs.
Fast Track Sales Ltd hold several company team events including an annual "sports day" and BBQ in October and an annual Christmas Party. They also have at least one other business focused but interactive fun away day each year. They also endorse and take part in office organised initiatives such as a charity fund raising. Fast Track Sales Ltd also support their company sports teams such as their netball and football team by contributing to their subs.
To ensure that employees feel they are rewarded for their efforts there is an employee of the quarter and staff bonus scheme. F M Conway encourage employees to use their holiday entitlement, they monitor working hours and provide additional part time, temp assistance when required. They discourage a long hours culture.
To ensure that employees feel they are rewarded for their efforts there is an employee of the quarter and staff bonus scheme. F M Conway encourage employees to use their holiday entitlement, they monitor working hours and provide additional part time, temp assistance when required. They discourage a long hours culture.
To ensure that employees feel they are rewarded for their efforts there is an employee of the quarter and staff bonus scheme. F M Conway encourage employees to use their holiday entitlement, they monitor working hours and provide additional part time, temp assistance when required. They discourage a long hours culture.
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