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My Team - Employees' feelings towards their immediate colleagues and how well they work together
My team benefits from a high scoring My Manager factor as the manager is key to creating and sustaining a productive and positive work environment.
An employee’s perceived team will be those they work with on a daily basis.
With 2,300 employees across 60 sites in the UK, Europe, the USA and Asia getting employees physically together is a challenge Arqiva believe is worth taking on. They increasingly think of their employees as belonging to a series of communities looking for ways for employees to develop their knowledge and understanding as well as great working relationships within those communities. Three specific companywide team building events designed around distinct communities in the last 12 months are: Annual leadership conference for 450 employees from first line leaders up to their Management Board. Each has one or more direct reports or contributes to the development of leadership capability across Arqiva. This is a critical event as Arqiva strongly believe that great leadership is a fundamental component of being a Great Place to Work. Annual Sales and Account Management conference for 150 employees from around the world, each of whom supports or develops the relationships with their customers. This included commercial line management up to their Management Board. This key event focuses on inspiring great customer care, collaborative working, maximising opportunities to help customers prosper and succeed, and development of their people through sharing best practice. Safety, health and environment conference with over 100 employees attending from across all levels of the business from field engineers to senior management. This provides an overview of important safety, health and environmental topics related to their SHE strategy. Safety, health and environment is a key element of being a great place to work.
Arqiva believe that each employee should be regularly recognised for their individual contribution and that effective recognition is a key ingredient in creating a great place to work and increasing engagement. They have a range of recognition programmes to help with this including excellence awards and exceptional bonuses - over 20% of the company received at least one of these in the past 12 months, a generous long service award programme. Arqiva recognised 270 employees and 4,455 years of service during the past year and, most recently, introduced a Thank You scheme. They have already advised their employees of their FY15 bonus schemes so they are aware of the targets that they need to meet. The Thank You scheme is an intranet based tool which provides a fun and easy way for all employees and managers to send a personalised electronic thank you card to a colleague - a copy is also sent to the recipient's manager. The scheme has proved extremely successful with over 3,500 Thank Yous being sent in the first 6 months and this rate of usage continues. Arqiva have seen an increase over 14% in their Gallup score on recognition which increased by over 14% between 2013 and 2014 and they continue to look for opportunities to recognise their employees in ways that are meaningful to them.
Arqiva believe that each employee should be regularly recognised for their individual contribution and that effective recognition is a key ingredient in creating a great place to work and increasing engagement. They have a range of recognition programmes to help with this including excellence awards and exceptional bonuses - over 20% of the company received at least one of these in the past 12 months, a generous long service award programme. Arqiva recognised 270 employees and 4,455 years of service during the past year and, most recently, introduced a Thank You scheme. They have already advised their employees of their FY15 bonus schemes so they are aware of the targets that they need to meet. The Thank You scheme is an intranet based tool which provides a fun and easy way for all employees and managers to send a personalised electronic thank you card to a colleague - a copy is also sent to the recipient's manager. The scheme has proved extremely successful with over 3,500 Thank Yous being sent in the first 6 months and this rate of usage continues. Arqiva have seen an increase over 14% in their Gallup score on recognition which increased by over 14% between 2013 and 2014 and they continue to look for opportunities to recognise their employees in ways that are meaningful to them.
As a direct result of feedback from staff that they wanted an area where they could go and sit and eat away from their desks and also to take breaks, AKA have invested in additional floor space and turned one of the floors into a 'Diner' where staff can go to prepare lunch, eat and socialise. As a result of staff feedback they have undertaken a significant redecoration operation of the entire office and in some departments have involved a staff committee to lead and make suggestions for the design and feel of their department.
AKA have a full company meeting on a monthly basis where Adam the Group Chief Executive addresses all the staff with updates on new and existing business and also progress on key business objectives and information sharing. At their Annual Management presentation to the full company there is a Q&A session with Adam. Questions are submitted anonymously and asked of him sight unseen, as well as taking questions from the floor. They have an open plan office and Adam frequently walks around the full company, as well as operating an open door policy. Every 3 moths they have a drinks reception for all new staff which is hosted by Adam, where he and the board meet new starters
AKA have a full company meeting on a monthly basis where Adam the Group Chief Executive addresses all the staff with updates on new and existing business and also progress on key business objectives and information sharing. At their Annual Management presentation to the full company there is a Q&A session with Adam. Questions are submitted anonymously and asked of him sight unseen, as well as taking questions from the floor. They have an open plan office and Adam frequently walks around the full company, as well as operating an open door policy. Every 3 moths they have a drinks reception for all new staff which is hosted by Adam, where he and the board meet new starters
Adjust Your Set held a company away day which involved all staff spending the day away from the office. People were seated at tables which mixed up different teams and departments and each table worked together on a number of tasks and challenges throughout the day. The company also took part in a Tough Mudder event. It was open to all employees and a team of 14 participated and a similar number coming along to spectate and support the team.
Adjust Your Set held a company away day which involved all staff spending the day away from the office. People were seated at tables which mixed up different teams and departments and each table worked together on a number of tasks and challenges throughout the day. The company also took part in a Tough Mudder event. It was open to all employees and a team of 14 participated and a similar number coming along to spectate and support the team.
Adjust Your Set have put together a collection of exercises called Deskercise that employees can incorporate into their working day and do at their desk and around the office. They also offer a Stretch and Tone class one lunchtime each week run by one of their employees to allow staff to exercise during their lunch break. They have introduced a couple of standing workstations to encourage standing meetings or to allow employees to work standing up as much of their jobs are very sedentary.
Actavis have an employee reward & recognition scheme that promotes recognition through demonstration of the values and rewards employees with vouchers. Employees can be nominated by colleagues or managers.
Actavis have an employee reward & recognition scheme that promotes recognition through demonstration of the values and rewards employees with vouchers. Employees can be nominated by colleagues or managers.
Actavis have an employee reward & recognition scheme that promotes recognition through demonstration of the values and rewards employees with vouchers. Employees can be nominated by colleagues or managers.
The senior management team in Academy Insurance Services are empowered to make decisions and lead the company with the support but minimum guidance from the directors, so decisions are made quickly cutting out a lot of red tape.
Academy's directors operate a door always open policy and ideas and suggestions are encouraged from the teams.
Academy Insurance Services offer health insurance to all employees and a cycle to work scheme
The organisation has a number of processes in place that allows colleagues to feedback their ideas and suggestions. Firstly, the organisation makes use of the intranet, Sharepoint and social media, Yammer, as tools for knowledge and idea sharing. All employees have access to these sites. A suggestion facility allows employees to share and feedback any ideas and suggestions they may have on any area of the business. This is a straightforward and effective process to allow all employees to be heard. The organisation also holds regular ‘town hall' meetings, which all employees can attend. In these meetings, a brief executive report is made about the current status of the business. Employees will then have the opportunity to ask any questions they have, discuss any emerging issues, voice their concerns and feedback on any ideas and suggestions they may have. The meeting is usually fairly informal, allowing the employees to take the lead and discuss the topics they feel are necessary. Abellio also aims to gain feedback from employees by conducting yearly engagement surveys. A gap analysis is used to understand areas for development and the feasible measures necessary to close the gap.
The organisation has a number of processes in place that allows colleagues to feedback their ideas and suggestions. Firstly, the organisation makes use of the intranet, Sharepoint and social media, Yammer, as tools for knowledge and idea sharing. All employees have access to these sites. A suggestion facility allows employees to share and feedback any ideas and suggestions they may have on any area of the business. This is a straightforward and effective process to allow all employees to be heard. The organisation also holds regular ‘town hall' meetings, which all employees can attend. In these meetings, a brief executive report is made about the current status of the business. Employees will then have the opportunity to ask any questions they have, discuss any emerging issues, voice their concerns and feedback on any ideas and suggestions they may have. The meeting is usually fairly informal, allowing the employees to take the lead and discuss the topics they feel are necessary. Abellio also aims to gain feedback from employees by conducting yearly engagement surveys. A gap analysis is used to understand areas for development and the feasible measures necessary to close the gap.
One of the many ways Abellio seeks to reward employees is through the Abellio Annual Achievement Awards. The awards evening is for all of the Abellio Group, including the operating companies. This special ceremony which is a formal black tie event, is a time for Abellio to award their employees for their efforts in a number of areas such as Excellence, Values, Innovation, Leadership, Teamwork, Employee of the Year. The awards have been established to celebrate the amazing job that their people do everyday for Abellio and for their customers. A particularly unique feature of the Abellio Awards, is the extra mile that the organisation goes to show how much they appreciate the efforts of the employees. As well as receiving an award for their efforts and a special evening out, Abellio also supply the winners with a gift experience voucher of their choice to the value of £350 per person and to a maximum of £1,750 for the team entry. Finalists who attend the Awards Ceremony also have all their expenses paid for to attend this, including travel, subsistence and overnight accommodation. If required, formal attire costs are also repaid.
Allowing the people of AMV to have a voice, is embedded in the company's culture. They have several processes in place to enable people to feedback ideas and suggestions. One example is the Account Management department suggestion box, in which everyone within that department is encouraged to post suggestions for improvements. The box is regularly checked and all suggestions are considered. Secondly, all employees at AMV have a free voice. It is engrained in their culture and everyone is supported and encouraged to share their ideas, thoughts and feedback to members of the management team. Thirdly, AMV use Survey Monkey surveys to conduct reviews of particular AMV offerings, which provides everyone with the opportunity to share anonymous feedback and insights and to share their thoughts on possible improvements.
Allowing the people of AMV to have a voice, is embedded in the company's culture. They have several processes in place to enable people to feedback ideas and suggestions. One example is the Account Management department suggestion box, in which everyone within that department is encouraged to post suggestions for improvements. The box is regularly checked and all suggestions are considered. Secondly, all employees at AMV have a free voice. It is engrained in their culture and everyone is supported and encouraged to share their ideas, thoughts and feedback to members of the management team. Thirdly, AMV use Survey Monkey surveys to conduct reviews of particular AMV offerings, which provides everyone with the opportunity to share anonymous feedback and insights and to share their thoughts on possible improvements.
AMV Grow saw 102 of their employees transform a neglected urban site into a community market garden over a two week period. This involved demolishing three garages, shifting 17 tonnes of soil and two tonnes of gravel, using 85 scaffold boards, 25 oil drums, 39 planters and planting over 380 plants. The project was in aid of the charity Tomorrow's People, who work to rehabilitate ex-offenders and help the unemployed into work. Tomorrow's People have now begun to place young people in horticultural training programmes on site. Secondly, AMV's charitable programme ‘Bud' encourages AMVers to make a difference to the world we live in, by helping others realise their potential. Over the past 12 months, this has included working with school pupils to guide them with their career choices, providing work placements for disadvantaged young people, and providing interview and job application advice to homeless clients of charity Crisis. Coordinating large-scale fundraising events, such as AMV BBDGO – 412 AMVers took part in a long-distance relay which involved the entire agency and raised over £30,000 for Brain Tumour Research. Pro-bono brand consultancy for charities such as The Prince's Trust and Mediatrust. AMV have a long-standing commitment to The Big House - a unique residential facility for London's long term homeless. This ‘second stage house' facilitates the final step back into mainstream society and is the result of a fifteen year innovative partnership between AMV and the West London Mission. AMV now act as an independent advisor for Social Work Mission and help with fundraising and branding advice.
He listens and acts! He is also very accessible to every employee at every level, and insists on meeting every new starter.
The organisation celebrate Thanks giving, Christmas, Eid and Divali.
The organisation celebrate Thanks giving, Christmas, Eid and Divali.
They have monthly awards for staff who have demonstrated the behaviours which fall in line with their values, passion, integrity and partnership (PIP). The Managing Director presents the winner with an award and they promote it through their news magazine, News at the Core, and the monthly company up date held for staff members. They have mugs, stress balls, stickers and posters all promoting the values.
They have monthly awards for staff who have demonstrated the behaviours which fall in line with their values, passion, integrity and partnership (PIP). The Managing Director presents the winner with an award and they promote it through their news magazine, News at the Core, and the monthly company up date held for staff members. They have mugs, stress balls, stickers and posters all promoting the values.
They have monthly awards for staff who have demonstrated the behaviours which fall in line with their values, passion, integrity and partnership (PIP). The Managing Director presents the winner with an award and they promote it through their news magazine, News at the Core, and the monthly company up date held for staff members. They have mugs, stress balls, stickers and posters all promoting the values.
Walsall Housing Group have a recognition scheme called Going the Extra Mile (GEM). “Going the Extra Mile” is defined as activities that have a positive impact on WHG's customers, colleagues or both. The recognition is not for ‘doing the day job' but for activities that are seen to be above and beyond what would normally be expected. GEM in the Community is a colleague recognition scheme that promotes community benefits and rewards positive, community-minded behaviour. The scheme is based on colleagues' voluntary involvement in groups or activities outside working hours. The Emerald GEM recognises teams who go the extra mile to protect and improve the environment by minimising the impact of the company's activities, promoting sustainability initiatives, or suggesting innovative ways for them to become a greener organisation. Colleagues can be nominated by anyone within the business and, if approved by the individual's line manager, their achievements are shared their ‘outstanding colleagues' wall in the main office. They also receive a prize, tailored to the team or the individual and have included restaurant meals, gift vouchers, flowers and days out.
Colleagues took a break from their day jobs to help create a community garden just minutes from Walsall town centre. WHG leased a plot of land to Caldmore Village Festival Group to create an outdoor space for use by the whole community. In time, it will be used by local residents for growing fruit, vegetables and plants, outdoor education and recreation. Work to transform the site received a boost when WHG announced it would hold a community benefit day to support the venture on the ground. Colleagues from across the organisation turned out in force to do their bit, despite the wet and windy conditions. They rolled up their sleeves and got stuck in by digging, weeding, laying paths, clearing and tidying, trimming and pruning. Mohammed Arif, Vice-Chairman of Caldmore Village Festival Group, stopped off at the community garden during the event and said: “The WHG volunteers had turned up on a rain soaked day and impressed me with their dedication and commitment. On behalf of the group, I wish to thank WHG colleagues and sub-contractors who assisted them once again to make their community garden a reality. All the partners in this project have stood tall and really contributed; I have nothing but admiration for everyone. “
Walsall Housing Group have a recognition scheme called Going the Extra Mile (GEM). “Going the Extra Mile” is defined as activities that have a positive impact on WHG's customers, colleagues or both. The recognition is not for ‘doing the day job' but for activities that are seen to be above and beyond what would normally be expected. GEM in the Community is a colleague recognition scheme that promotes community benefits and rewards positive, community-minded behaviour. The scheme is based on colleagues' voluntary involvement in groups or activities outside working hours. The Emerald GEM recognises teams who go the extra mile to protect and improve the environment by minimising the impact of the company's activities, promoting sustainability initiatives, or suggesting innovative ways for them to become a greener organisation. Colleagues can be nominated by anyone within the business and, if approved by the individual's line manager, their achievements are shared their ‘outstanding colleagues' wall in the main office. They also receive a prize, tailored to the team or the individual and have included restaurant meals, gift vouchers, flowers and days out.
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