Catch up now
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.
ENS Employees receive free occupational health checks as well as offering total flexibility to accommodate any personal or medical appointments. Whenever possible employees are given time off in lieu to help ensure that staff never work excessive hours.
Anyone wishing to take part in relevant further training through recognised formal qualifications are fully funded and supported with paid study leave. The average spend that the company invests in training is £2,500 per employee each year with approximately 200 hours allocated on average per person.
Anyone wishing to take part in relevant further training through recognised formal qualifications are fully funded and supported with paid study leave. The average spend that the company invests in training is £2,500 per employee each year with approximately 200 hours allocated on average per person.
Drivers Jonas were the first property consultancy to become carbon neutral which set an example to the rest of the property industry. They have also signed up to the 10:10 campaign to reduce their carbon emissions by 10% in 2010.
Drivers Jonas were the first property consultancy to become carbon neutral which set an example to the rest of the property industry. They have also signed up to the 10:10 campaign to reduce their carbon emissions by 10% in 2010.
They encourage staff to get involved in areas of business outside of their day to day job, such as joining working parties. These include the Innovations Forum, the Sports Committee, Graduate Recruitment, Social Committee and in organising Drivers Jonas Charitable Foundation events such as the Auction of Promises, the Business Challenges and the firm-wide Fun Day.
Chartwell have acquired extensive resources on training, guidance and information for managers which is all available on the company intranet giving them quick and easy access to a wealth of knowledge that can help them at any time. Managers are also encouraged to attend any industry events aimed specifically at managers as well as any motivational seminars.
The company pay for each and every employee to go through a medical screening process every year in an effort to maintain a healthy workforce. This is supported through the provision of fruit, cereal bars and herbal teas, bottled water and water fountains are also available to encourage people to stay hydrated.
Chartwell have acquired extensive resources on training, guidance and information for managers which is all available on the company intranet giving them quick and easy access to a wealth of knowledge that can help them at any time. Managers are also encouraged to attend any industry events aimed specifically at managers as well as any motivational seminars.
Charterhouse firmly believes in the value of work life balance, happy staff equal productive staff. Flexible and mobile working is supported through technology, all staff have laptops and blackberries and they focus on their staff's output rather than input. They believe that if you work hard you should also make time for play. They recently installed a ‘breakout' room to encourage staff to escape their desks and relax. The room is furnished with comfortable chairs, Sky TV a football table and pool table. On a Friday they have a ‘4 'clock social' where staff can convene for drinks, snacks and a catch up. It's a great way to get people mixing and create the team culture that they value. They also organize regular company events and encourage staff to bring along their partners and families.
They are committed to the continuous development of their people. They want their people to grow with the company and that takes investment. In addition to a formal appraisal scheme, every employee has an individual development plan designed to help them achieve their own career objectives and support the long-term objectives of the company. Every employee undergoes bespoke internal training, such as Management Training and Appraisal Training, to meet their own specific needs. They also encourage staff to spend time working in other departments to help them get a better understanding of the business as a whole. In addition they actively encourage out staff to up-skill by taking formal professional qualifications in marketing, procurement and accountancy. As well as paying for these courses, they ensure staff are given the necessary time off to attend and complete them. They also run a mentoring scheme and their commitment to the development of their staff has been recognized by Investors In People.
Charterhouse firmly believes in the value of work life balance, happy staff equal productive staff. Flexible and mobile working is supported through technology, all staff have laptops and blackberries and they focus on their staff's output rather than input. They believe that if you work hard you should also make time for play. They recently installed a ‘breakout' room to encourage staff to escape their desks and relax. The room is furnished with comfortable chairs, Sky TV a football table and pool table. On a Friday they have a ‘4 'clock social' where staff can convene for drinks, snacks and a catch up. It's a great way to get people mixing and create the team culture that they value. They also organize regular company events and encourage staff to bring along their partners and families.
buyingTeam encourage creativity and run a 'My Bright Idea' scheme where employees can submit ideas on improving ways of working, or generating more revenue for the business. Everyone submitting an idea is awarded with a dinner and the top 3 annual submissions are awarded with a red letter day prize. There is also an employee of the month scheme where colleagues can recommend their peers who have demonstrated their shared values to a high standard. Winners are awarded with a dinner and their achievement is shared via news items on the intranet. The organisation strives to listen to what their employees want and gets them involved in the decision making through running committees and designing and running the annual conference.
The majority of training activities are run internally to support their knowledge-sharing culture. The company has a comprehensive induction programme and training academy. An external provider gives coaching sessions to those who have been identified as needing some targeted 1-2-1 sessions. Various ad-hoc knowledge sharing events and activities are held, usually in the form of learning lunches. Employees are actively encouraged to develop their knowledge by studying for formal qualifications. buyingTeam provide financial and time support for employees wishing to pursue accredited qualifications relating to their work including CIPS and CIPD. An online knowledge management system is used for sharing procurement knowledge, where employees can add their knowledge and experience of areas they have worked in. They try to offer as much variety in work as they can and expose employees to as many different experiences as possible, so that employees can make informed decisions about the right career path for them.
The majority of training activities are run internally to support their knowledge-sharing culture. The company has a comprehensive induction programme and training academy. An external provider gives coaching sessions to those who have been identified as needing some targeted 1-2-1 sessions. Various ad-hoc knowledge sharing events and activities are held, usually in the form of learning lunches. Employees are actively encouraged to develop their knowledge by studying for formal qualifications. buyingTeam provide financial and time support for employees wishing to pursue accredited qualifications relating to their work including CIPS and CIPD. An online knowledge management system is used for sharing procurement knowledge, where employees can add their knowledge and experience of areas they have worked in. They try to offer as much variety in work as they can and expose employees to as many different experiences as possible, so that employees can make informed decisions about the right career path for them.
This organisation has a flexible approach to accommodate both personal and medical appointments to support the work/life balance. Employees who work overtime or weekends are encouraged to either bank the hours or take time in lieu. They monitor employee wellbeing on an individual basis rather than formally. Employees also have the opportunity to invite partners to Christmas and Summer parties.
This organisation has a flexible approach to accommodate both personal and medical appointments to support the work/life balance. Employees who work overtime or weekends are encouraged to either bank the hours or take time in lieu. They monitor employee wellbeing on an individual basis rather than formally. Employees also have the opportunity to invite partners to Christmas and Summer parties.
Within the workplace senior leaders work alongside their teams in an open plan office where possible and operate an open door policy. There are regular updates and communications about the business. In addition there are ‘all hands' meetings at which the leaders update the employees on strategy, new wins, pipeline and financials.
The organisation awards employees with a High Achiever Reward and Recognition Programme. They also have a Milestone Recognition award that is awarded to employees at 5 year intervals. Instant Recognition is recognised through a choice of small gifts or gift vouchers. Rewards for ideas or innovation are also awarded to staff for special awards, which are part of the High Achiever Programme.
The organisation awards employees with a High Achiever Reward and Recognition Programme. They also have a Milestone Recognition award that is awarded to employees at 5 year intervals. Instant Recognition is recognised through a choice of small gifts or gift vouchers. Rewards for ideas or innovation are also awarded to staff for special awards, which are part of the High Achiever Programme.
The organisation awards employees with a High Achiever Reward and Recognition Programme. They also have a Milestone Recognition award that is awarded to employees at 5 year intervals. Instant Recognition is recognised through a choice of small gifts or gift vouchers. Rewards for ideas or innovation are also awarded to staff for special awards, which are part of the High Achiever Programme.
Arcimedes is a small company comprising of varied and interesting roles, over a wide range of ages and levels which gives employees the opportunity to develop skills and to tap into the knowledge and experience of others. Within this company employees can be recognised for their efforts and performance with letters from the CEO. There is an annual reward called the CEO award, nominations are made by departmental heads and the winner is agreed by the Awards Committee.
Arcimedes is a small company comprising of varied and interesting roles, over a wide range of ages and levels which gives employees the opportunity to develop skills and to tap into the knowledge and experience of others. Within this company employees can be recognised for their efforts and performance with letters from the CEO. There is an annual reward called the CEO award, nominations are made by departmental heads and the winner is agreed by the Awards Committee.
Arcimedes is a small company comprising of varied and interesting roles, over a wide range of ages and levels which gives employees the opportunity to develop skills and to tap into the knowledge and experience of others. Within this company employees can be recognised for their efforts and performance with letters from the CEO. There is an annual reward called the CEO award, nominations are made by departmental heads and the winner is agreed by the Awards Committee.
Amnesty International UK offers excellent benefits to all staff especially maternity benefits and flexible working. Staff have a lot of autonomy over their work. Amnesty International UK is a fantastic environment to work in and friendly. AIUK is flexible with the work and there is a lot of variety within roles.
Amnesty International UK values staff opinions and they are a democratic organisation. There are no barriers between grades, so if you are in a B Grade role you can move to a D Grade role if you can do the job. AIUK isn't a hierarchal organisation.
In Amnesty International UK each team has an environmental champion or dedicated ‘green team' responsible for driving their efforts to reduce their impact on the environment. They monitor the organisation's impact on the environment by Facilities Management and outcomes are fed back to staff regularly, calculate their carbon footprint and ensure everyone adheres to the Environment Policy Statement. Paper is turned into scrap books and recycled where possible. Batteries, cartridges, food waste and plastic are recycled. Amnesty International UK have an Environment Policy statement, mark Environment Day, they offer season ticket loans, bike loans, have bike sheds in the car park and there are showers in the building. Staff need to have Directors' permission if they need to travel by air. They use video conferencing facilities, source local suppliers and consolidate suppliers to reduce deliveries. They started to measure their environmental impact last year and they will use the GRI (Global Reporting Initiative), a sustainability reporting framework, as one of the reporting frameworks for their report. Amnesty International UK is pleased to be a part of the community and they are looking to develop work placements for local schools.
Allpay goes to great effort to make the workplace a happy and rewarding place to work. The company offers free eye tests every two years and for individuals needing glasses the company will contribute up to £50 towards them. There is a relaxation area in the open plan office where employees can use the sofas to chill out and read books, magazines or just have a chat.
When new managers are appointed, development plans are devised to support them in their new role. This organisation are currently implementing a 12 month internal training plan for managers, along with a competency framework for managers which will highlight managers strengths and areas of improvement.
Allpay goes to great effort to make the workplace a happy and rewarding place to work. The company offers free eye tests every two years and for individuals needing glasses the company will contribute up to £50 towards them. There is a relaxation area in the open plan office where employees can use the sofas to chill out and read books, magazines or just have a chat.
Looking for more information on our solutions? Let us know how we can help and the right member of our team will be in touch shortly.
