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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.
The Managers at Douglas & Gordon Limited work in open plan offices alongside their team .The Managing Director & HR Director meet most employees individually every 6 months to review their performance and aspirations.The Chairman and Manging Director also often visit offices and departments informally and are available for specific meetings on short notice on request. The Managing Director also provides a regular article for their in house magazine.
Douglas & Gordon use psychological profiling for all staff and train Managers in interpreting the results. External coaches are employed for all levels of staff and 3 day courses were held this year for all Managers.The Company support and enhance the development of people managers within their organisation by taking feedback from each Manager's team as part of the regular review process and provide the Manager with any necessary further coaching/training.
The Managers at Douglas & Gordon Limited work in open plan offices alongside their team .The Managing Director & HR Director meet most employees individually every 6 months to review their performance and aspirations.The Chairman and Manging Director also often visit offices and departments informally and are available for specific meetings on short notice on request. The Managing Director also provides a regular article for their in house magazine.
Staff are able to request flexible working particularly regarding parenting and school holidays. Some staff work different shifts as the company are open from 8am to 9pm and on Saturdays. Staff hours are monitored by team leaders and managers. There is flexibility and understanding with regards to personal issues, time off in lieu is also available at the discretion of the manager. Direct life and Pension also supply fruit instead of vending machines. The staff have regular health and wellbeing weeks and free gym membership.
Direct Life and Pension hold several events throughout the year these include the Christmas party, team nights out, bowling night, quiz night and a barn dance. The company also have a team incentive budget for their staff.
Direct Life and Pension have a culture of feedback, communication of benefits, changes, rewards, staff briefings and regular one to one's and appraisals. Their staff are the most important factor in their ongoing success as a company. They have focused on being a great employer by giving their staff opportunities and development, being fair and treating them with respect and honesty.
The senior management team at Computer 2000 encourage a culture which is open and transparent. Directors work in teams and put themselves forward for 'pranks' such as the gunge tank, year end videos and parties. Management speak from the heart and are genuine, open, direct, honest and demonstrate humility in their communications. They personally recognise individual contributions and long service demonstrated most recently by personally arranging for bosses to fly in from Canada, USA, Germany and France for a presentation to an employee that had worked with the company for 25 years.
Everyone is assigned to a HR business partner. Each and every people manager receives some level of leadership and management development, through workshops, 1-2-1 feedback sessions and coaching. Directors train as mentors & coaches and middle managers are trained to coach and give side by side coaching.
The senior management team at Computer 2000 encourage a culture which is open and transparent. Directors work in teams and put themselves forward for 'pranks' such as the gunge tank, year end videos and parties. Management speak from the heart and are genuine, open, direct, honest and demonstrate humility in their communications. They personally recognise individual contributions and long service demonstrated most recently by personally arranging for bosses to fly in from Canada, USA, Germany and France for a presentation to an employee that had worked with the company for 25 years.
Leaders and senior management are approachable, honest, positive, open regular team meetings, project work, client specific discussions and the quarterly 'becoming better managers' forum. They conduct an annual director's road show where they update all employees on the company's performance, targets and plans for the future. They also have a monthly MD forum; employees in small groups of 4/5 meet with the MD on an informal basis to discuss how the company is going and any key issues in the business.
Leaders and senior management are approachable, honest, positive, open regular team meetings, project work, client specific discussions and the quarterly 'becoming better managers' forum. They conduct an annual director's road show where they update all employees on the company's performance, targets and plans for the future. They also have a monthly MD forum; employees in small groups of 4/5 meet with the MD on an informal basis to discuss how the company is going and any key issues in the business.
Colway Ltd provide life assurance and a long term sickness benefits. If an employee is off for more than 26 weeks, they can apply to have up to 75% of their current salary paid through our provider company. They offer non-sickness bonus days. This gives the employee the chance to earn an extra days holiday. The company also have a strict policy that staff must take holidays and lunch breaks. The company offer a health screen to their staff and have Whizz-Kidz fund raising where some employees run marathons. Their new sandwich provider RED BOX offers more healthy lunch choices for employees.
This is one of the few companies where the values represent what actually happens on a day to day basis. All at 'Team CHL' through all levels are equally important in terms of their performance in their specific role. By creating a culture in which mutual respect is more than a PR aspiration, CHL have a place which feels like a co-operative. Staff at CHL are truly passionate about the success of the business and feel proud that they have personally been involved in what is considered a very successful business by its peers in the mortgage industry.
Employees are very personally involved in the organisation's efforts to support charities. It is employees who nominate and organise the charity events with the support of the company. Employees spend a lot of their spare time each month baking cakes for the monthly charity days. Employees often come up with unique, fun ways to raise additional funds like bacon buttie sales, BBQ food for sale or fun runs and charity bike rides, raffles and games or quizzes. CHL likes to take suggestions from members of staff about how to improve CHL's environmental efforts and when suggestions come through they are quick to investigate these and take them on board where they can. There is a sense of team responsibility for being environmentally friendly and CHL has a conscience in this area.
Employees are very personally involved in the organisation's efforts to support charities. It is employees who nominate and organise the charity events with the support of the company. Employees spend a lot of their spare time each month baking cakes for the monthly charity days. Employees often come up with unique, fun ways to raise additional funds like bacon buttie sales, BBQ food for sale or fun runs and charity bike rides, raffles and games or quizzes. CHL likes to take suggestions from members of staff about how to improve CHL's environmental efforts and when suggestions come through they are quick to investigate these and take them on board where they can. There is a sense of team responsibility for being environmentally friendly and CHL has a conscience in this area.
The CEO of Chester & District Housing Trust is described as open and approachable, and a charismatic and inspirational leader. He often delivers briefings and encourages feedback and has a regular internet blog. All managers at Chester & District Housing Trust are easily accessible and all offices are open plan.
Chester & District Housing Trust support a community enterprise scheme to refurbish broken electrical goods. They have supplied a house to a local charity as a demonstration house of simple methods to save energy and reduce CO2 emissions. They use this to involve local residents in environmental projects. They have also installed solar panels to rural homes that are isolated from the national gas supply. All new homes that are built are designed to meet very high environmental standards. The support and improvement of the communities in which they operate is a fundamental commitment of the business.
The CEO of Chester & District Housing Trust is described as open and approachable, and a charismatic and inspirational leader. He often delivers briefings and encourages feedback and has a regular internet blog. All managers at Chester & District Housing Trust are easily accessible and all offices are open plan.
There is an attendance bonus scheme for everyone who hasn't had a day off sick in a year. They get a cheque for £125. They also get entered into a draw and the winner receives £1,800 in addition to the £125 and the runner up receives £600 in addition to the £125. Once an employee has been with Cambridge for 3 months, take along 3 payslips and are given a card for the company shop. They can then purchase food and health and beauty products such as Marks and Spencer food and big bags of sweets!
An environment project team has just been established as part of the Lean initiative headed up by the Hygiene Manager. He and the Operations Manager have already introduced a number of initiatives to increase their recycling streams e.g. waste paper collection bins, plastic baling, metal collection. In addition they have been working with the Carbon Trust to identify means of reducing our Carbon Footprint.
An environment project team has just been established as part of the Lean initiative headed up by the Hygiene Manager. He and the Operations Manager have already introduced a number of initiatives to increase their recycling streams e.g. waste paper collection bins, plastic baling, metal collection. In addition they have been working with the Carbon Trust to identify means of reducing our Carbon Footprint.
Burgess Hodgson are a training firm in that they recruit trainee accountants on an annual basis. They believe they are the largest recruiter of trainees in Kent. This makes them unique where other firms only employ qualifieds. They firmly believe on training and promoting from within. This comes at a significant cost. Each trainee costs between £10-15,000 to qualify and they take on four or five a year. At any one time, Burgess Hodgson could have as many as 20 people training for official qualifications.
Burgress Hodgson operates an environment of 'positive' reward. Those staff deemed to have performed exceptionally and delivered service quality beyond their job role are remunerated accordingly. They also reward staff for introducing new clients. This is usually a percentage of the first year's client fees.
Burgress Hodgson operates an environment of 'positive' reward. Those staff deemed to have performed exceptionally and delivered service quality beyond their job role are remunerated accordingly. They also reward staff for introducing new clients. This is usually a percentage of the first year's client fees.
The Leader knows who everyone is and knows a lot about them. He cares very much for them as individuals and has shown his support in numerous ways over the years in times of personal troubles as well as professional difficulties. He took part in the various fund raising events and could be found in the car park each Monday washing cars with everyone else or collecting the entrance fees at the family day. Everyone enjoys the fact that we do not have a heirarchical approach and the Leader himself is very approachable and very passionate about BRITA and the team.
When employees deserve recognition for high achievements then the Department Head or in some cases the Managing Director will send out a communication to the company to recognise the achievement and ensure that the individual's contribution is highlighted to their colleagues. Ad-hoc bonuses are also used where particularly good work has been done. For example, when ISO 9001 accreditation was achieved, the employees who completed the project were given an additional bonus. Ad hoc bonuses have also been paid out for exceptional sales achievements.
When employees deserve recognition for high achievements then the Department Head or in some cases the Managing Director will send out a communication to the company to recognise the achievement and ensure that the individual's contribution is highlighted to their colleagues. Ad-hoc bonuses are also used where particularly good work has been done. For example, when ISO 9001 accreditation was achieved, the employees who completed the project were given an additional bonus. Ad hoc bonuses have also been paid out for exceptional sales achievements.
For those employees who need to work from home occasionally, laptops and blackberries are provided. The firm's policy is that everyone works in the firm's offices as members of a team, unless there is no alternative, to foster a sense of community and discourage long hours working. In this way Bristows aim to decrease the incidence of depression, isolation and anxiety. Opportunities to work flexibly are widely taken up by staff in all employee groups.
For those employees who need to work from home occasionally, laptops and blackberries are provided. The firm's policy is that everyone works in the firm's offices as members of a team, unless there is no alternative, to foster a sense of community and discourage long hours working. In this way Bristows aim to decrease the incidence of depression, isolation and anxiety. Opportunities to work flexibly are widely taken up by staff in all employee groups.
For those employees who need to work from home occasionally, laptops and blackberries are provided. The firm's policy is that everyone works in the firm's offices as members of a team, unless there is no alternative, to foster a sense of community and discourage long hours working. In this way Bristows aim to decrease the incidence of depression, isolation and anxiety. Opportunities to work flexibly are widely taken up by staff in all employee groups.
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