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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 leaders and senior managers work along side all levels of employees in open plan offices and are approachable at any time. Senior managers can often be seen walking around the office, interacting with employees and getting involved. The leader of the organisation truly cares about the staff and values them as the company's best asset and feels everyone at whatever level contributes to the bigger picture and success of the company. The senior management team and directors all contribute to articles on the intranet and in the newsletter to ensure employees are kept informed and up to date with the direction the company is going in.
Employees are encouraged to take part in charitable activities. Examples of events have included charity walks, car washing, cake sales and sporting events. 50% of all funds raised go to a nominated charity and the balance is made available for employees to nominate local charities to receive donations. An employee engagement team is responsible for raising green issues and finding ways to protect the environment
The company do not operate a long hour's culture and encourage employees to leave on time. To ensure employees have a healthy balance between work and home life there is no weekend work and families are welcome at social events organised by the company. Fresh fruit is provided to all employees twice a week. Employees have regular one to ones with their manager where employees have the chance to talk about any issues including stress management.
To support employees health and wellbeing employees are allowed paid time off to attend medical appointments and some areas have a quit smoking programme that is funded by the organisation. To encourage employees to get fit there is a cycle to work scheme in place.
A G Parfett & Sons reward employees for their efforts by a performance related bonus each year. If an employee is recognised for their talent there are a range of development opportunities available, this can range from teaching an employee to read or write through to transferring a junior manager to another depot to 'act up' in a more senior role.
A G Parfett & Sons reward employees for their efforts by a performance related bonus each year. If an employee is recognised for their talent there are a range of development opportunities available, this can range from teaching an employee to read or write through to transferring a junior manager to another depot to 'act up' in a more senior role.
All employees are based in an open plan office where open communication rather than emailing is always encouraged. Everyone is accessible and available to speak at all times. 23red has a mentoring system with mentors assigned to new employees on their first day at the agency. This is an important way in which senior members of staff engage with employees on an individual level. Members of the board are regular attendees at many social events. 23red have held date nights in the past where members of the board were put with smaller groups and took them out for a meal to be able to chat in an informal setting. There are also opportunities to mingle with the leaders at 23red at Beer o'clock and at Brainstorms which the senior management team regularly attend.
23red is a very social agency with events ranging from those organised by the company to ad hoc events organised by different employees. The company has a social committee that changes every 6 months, to ensure that as many people as possible have a say in organising events. Being a creative community is a part of 23red's vision and very much what the agency wants to encourage in all staff. In support of this, the company holds away days with an external company designed around how to be more creative. This day involves a number of different activities to get people talking, thinking and to push them out of their comfort zone.
All employees are based in an open plan office where open communication rather than emailing is always encouraged. Everyone is accessible and available to speak at all times. 23red has a mentoring system with mentors assigned to new employees on their first day at the agency. This is an important way in which senior members of staff engage with employees on an individual level. Members of the board are regular attendees at many social events. 23red have held date nights in the past where members of the board were put with smaller groups and took them out for a meal to be able to chat in an informal setting. There are also opportunities to mingle with the leaders at 23red at Beer o'clock and at Brainstorms which the senior management team regularly attend.
World Events encourage teamwork with company conferences, team away days and a new starters' dinner.
World Events offer training both internal and external, appraisals mid term and annual and actively support internal promotion.
World Events offer training both internal and external, appraisals mid term and annual and actively support internal promotion.
Employees can nominate anyone from within the company to be considered for recognition awards. If a line manager seconds the nomination, the employee receives a £10 voucher of their choice. Should an employee receive recognition three times in a quarter then they are treated to dinner on the company and awarded with a bottle of champagne at the quarterly meeting.
The closing of the operational year and the launching of a new one is a big event in the company where staff present results for the year and priorities for the coming year before partaking in fun activities in the afternoon followed by a party in the evening. The photo wall at head office is a constant reminder of such events that promote the feeling of being part of a team.
Employees can nominate anyone from within the company to be considered for recognition awards. If a line manager seconds the nomination, the employee receives a £10 voucher of their choice. Should an employee receive recognition three times in a quarter then they are treated to dinner on the company and awarded with a bottle of champagne at the quarterly meeting.
At WCEC Architects, all leaders are approachable and available. The leaders and senior managers are passionate about retaining a relaxed and fun working environment.
At WCEC Architects, all leaders are approachable and available. The leaders and senior managers are passionate about retaining a relaxed and fun working environment.
They encourage staff to become involved in local education initiatives - for example they allow staff members to work flexibly so they can lecture at the local University. They also have an active Environment Group which actively looks to reduce environmental impact both within the organisation through initiatives such as recycling, bicycle to work scheme and also to reduce environmental impact through the way they design their buildings.
Strong teams are built with the introduction of different teams and functions and how a new employee's role is interlinked with other departments. There are also regular meetings where each department share their results against their key performance indicators.
The flat hierarchy of management and open plan offices mean that management and directors are approachable and interact with staff. Directors and managers also socialise weekly with staff.
Managers are encouraged to attend training courses and these are subsidised by the company. Some qualifications include CIPD, ILT and PRINCE2. Managers are also mentored by the directors having weekly informal catch ups. Most managerial positions are through internal promotions.
Monthly staff meetings are held where updates on finance, new business, marketing and new employees are shared with the staff. Talent Road-shows are visited by senior management in each UK office and a training programme is run. Quarterly update emails get sent to all employees detailing finance information and promotions.
Managers are taken away from the office environment for two days intensive training including management skills, conducting appraisals and dealing with difficult situations. Mentoring/co-coaching schemes are also offered for more senior colleagues. Outside training is also provided.
Managers are taken away from the office environment for two days intensive training including management skills, conducting appraisals and dealing with difficult situations. Mentoring/co-coaching schemes are also offered for more senior colleagues. Outside training is also provided.
Employees are rewarded for their efforts through social functions, like the Christmas Party and Summer trip. Transmark Fcx Ltd also have a generous bonus scheme and suggestion scheme rewards.
Employees are rewarded for their efforts through social functions, like the Christmas Party and Summer trip. Transmark Fcx Ltd also have a generous bonus scheme and suggestion scheme rewards.
Transmark Fcx Ltd have a staff suggestion box and good ideas are rewarded with gift vouchers.
Training for Travel provides their employees that have shown dedication to the company with long service awards.
They offer and fund external training and qualification courses to employees. Regular internal training is conducted with staff and the company structure often changes to take into account staff skills and talents.
They hold annual conferences and Christmas Parties as well as holding regular outside of work events for all their employees. Charity fund raising events are also held on a regular basis.
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