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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.
Sutton Housing Partnership offers all staff and their family members the ability to access a free employee assistance service 24 hours a day, 7 days a week. This is a confidential service offering advice, counselling and support to staff and/or their family members. SHP has recently introduced a healthcare cash plan whereby staff can reclaim costs of a range of health care activities from optical and dental appointments/treatment to physiotherapy, health screening and scans. Staff membership of the plan is fully funded by SHP.
The senior management team at Sutton Housing Partnership has taken on board feedback that they are not sufficiently visible to staff and have made a conscious effort to become more visibly involved in the business through spending a day working in a particular area of the business. Their chief executive recently spent a day answering phones in their customer care team. They are also working more closely with the heads of function to enable them to become more involved in the strategic planning process, which in turn supports succession planning.
The senior management team at Sutton Housing Partnership has taken on board feedback that they are not sufficiently visible to staff and have made a conscious effort to become more visibly involved in the business through spending a day working in a particular area of the business. Their chief executive recently spent a day answering phones in their customer care team. They are also working more closely with the heads of function to enable them to become more involved in the strategic planning process, which in turn supports succession planning.
St Anne's have recently re-invested in a new EAP, which provides day one stress intervention and serious illness/accident support. This has been effective in returning people to work and supporting them through periods of depression and anxiety.
Staff development is integral to St Anne's culture and is covered as part of PDRs and appraisals. Staff can aim to complete competencies at a higher level than their role if they wish.
St Anne's have recently re-invested in a new EAP, which provides day one stress intervention and serious illness/accident support. This has been effective in returning people to work and supporting them through periods of depression and anxiety.
In July, Spirit Pub Company held a Summer Bash at their support centre organised by their fun and fundraising team, GRIN, giving employees the opportunity to socialise. They wanted to give a relaxed feel to the event so right from the start they themed it as though the invitation was coming from “Cosmic the Dog” rather than Spirit. The name Cosmic came from the entertainment which they had organised, a fun band called the Cosmic Sausages who went from table to table singing and interacting with our employees. The event, held in the atrium where the bar is located, was totally free to employees and included BBQ food, a full range of drinks and entertainment. Employees could finish work at 4pm to join in the fun. Their atrium was so full with employees that they needed to re-jig the chairs and tables to fit everyone in. Cosmic became famous and the excitement spread, employees were talking about it for weeks running up to and after the event. So much so that they are bringing Cosmic back later in the year for their Christmas bash! Their new approach of “making people smile” has helped to break down barriers between the support team and the operations team to work more effectively.
Spirit Pub Company offers “employee care”, an employee assistance programme, provided by First Assist. It's a confidential service where employees have access to a website and a helpline providing advice and support on all aspects of their lives from financial concerns through to quitting smoking. The helpline is available 24 hours a day 365 days a year and is completely free of charge. There is also a telephone counselling service and face to face counselling service available. They also offer employees at the support centre a discounted gym membership at a local golf and country club in Burton where employees can receive a corporate rate peak membership of £49 per month with no joining fee, compared to their usual rate of £65.50 with a £199 joining fee. Memberships can be extended to golf at a special rate too.
Spirit Pub Company offers “employee care”, an employee assistance programme, provided by First Assist. It's a confidential service where employees have access to a website and a helpline providing advice and support on all aspects of their lives from financial concerns through to quitting smoking. The helpline is available 24 hours a day 365 days a year and is completely free of charge. There is also a telephone counselling service and face to face counselling service available. They also offer employees at the support centre a discounted gym membership at a local golf and country club in Burton where employees can receive a corporate rate peak membership of £49 per month with no joining fee, compared to their usual rate of £65.50 with a £199 joining fee. Memberships can be extended to golf at a special rate too.
Shopzilla have a monthly charity budget, that determines the level of contributions to individuals/team who are raising money for their chosen charity partner. Currently their monthly guide is £500, but they are always willing to review this.
Shopzilla run wellbeing awareness weeks, offer subsidised gym memebrship and other activities such as yoga and football. They also give quarterly massages.
Shopzilla run wellbeing awareness weeks, offer subsidised gym memebrship and other activities such as yoga and football. They also give quarterly massages.
Although Seymour House scored quite well in this category last year, it is an area that as a company they are looking to improve on. They are currently building a team section within their intranet which will incorporate links to health campaigns, healthy eating and wellbeing initiatives.
Although Seymour House scored quite well in this category last year, it is an area that as a company they are looking to improve on. They are currently building a team section within their intranet which will incorporate links to health campaigns, healthy eating and wellbeing initiatives.
This year, taking on board feedback from employees, the senior management team agreed the introduction of a voluntary benefits scheme. "Seymour Rewards" offers all team members exclusive discounts and cashback deals on thousands of high street and on-line retailers. The take up of this scheme was very high within the first 2 weeks of launch and has been consistently used since then, creating a buzz amongst many staff.
The business at Saville has several initiatives in place to support the wellbeing of employees. The single greatest impact has been the move from a small, crowded office to a larger office space which includes: - Onsite access to a gym which any employee can use free of charge - 9 hole pitch and putt - Swimming pool - Tennis court - Subsidised restaurant - Easy access to public transport. This working environment encourages employees to take a proper lunch break where they are able to eat healthy food and sit and chat with colleagues in a convivial environment. The emphasis on space and the ability to take part in sport and exercise during the week has made a big difference.
The Saville Consulting Social Club organises an annual Sports day and BBQ. It is a highlight of the social calendar and sees cross functional teams competing intensively for the overall team winner's prize. Events include Cheerleading, Tug of War, Relay, Ultimate Frisbee, Softball, Dress the Cowboy and Fishing.
The business at Saville has several initiatives in place to support the wellbeing of employees. The single greatest impact has been the move from a small, crowded office to a larger office space which includes: - Onsite access to a gym which any employee can use free of charge - 9 hole pitch and putt - Swimming pool - Tennis court - Subsidised restaurant - Easy access to public transport. This working environment encourages employees to take a proper lunch break where they are able to eat healthy food and sit and chat with colleagues in a convivial environment. The emphasis on space and the ability to take part in sport and exercise during the week has made a big difference.
Earlier in the year Save Britain Money's CEO challenged a member of staff to organise a memorable event in a brewery. The night was superb with over 80 members of staff attending and some of their in-house DJs were on hand to provide the entertainment. With beer on tap, plenty of food and the token karaoke machine, the night was a great success.
Save Britain Money have a Green 12 scheme, which is a performance management scheme which sets benchmarks for their new starters over a 12 week period. The aim is to allow staff to develop within the organisation and provides tailored support and 1-2-1 coaching for those in need. They have an improved retention rate and they feel that this is a direct result of this scheme.
Save Britain Money have strong relationships with local schools which involves fundraising and the invitation for classes to join them to experience a day in the life of their business. They are also sponsors of their local rugby team and as part of their partnership they are sponsors of the RWE community programme. This programme is available to all schools in the Swansea, Neath, Port Talbot and Bridgend area and is used to develop their oracy, literacy and numeracy skills through investigating various aspects of rugby activities. Off the back of this pupils learn about them as sponsors and spend time visiting their offices where they let them experience key areas of their business, meet the staff and take part in 'new starter' sessions.
Managers at Retail Human Resources encourage team members to put forward ideas for social events that they are interested and run with them. One example is what has now become known as "RHR Theatre Club".
A comprehensive induction programme, followed up by weekly training sessions, development workshops and ongoing e-learning ensures that Retail Human Resources's people are continually developing, learning new skills and staying ahead of the game in the recruitment industry. The fact that many of their people are approached by their clients to work for them and that in fact around 30% of their client contacts are ex-employees is testament to how skilled our people are when they leave them, usually having joined with no recruitment industry experience whatsoever.
Managers at Retail Human Resources encourage team members to put forward ideas for social events that they are interested and run with them. One example is what has now become known as "RHR Theatre Club".
ResourceBank have recently established a colleague forum which is made up of five representatives from across the business. The group meets up with Richard every quarter for a relaxed discussion over a working lunch whereby any issues can be brought up and discussed openly. It is not a decision making forum but ideas are brought to it for consideration and many go on to be implemented. So far the forum has successfully suggested improvements to the induction programme, appraisals, clarity over home working and recognition for long serving colleagues.
ResourceBank have recently established a colleague forum which is made up of five representatives from across the business. The group meets up with Richard every quarter for a relaxed discussion over a working lunch whereby any issues can be brought up and discussed openly. It is not a decision making forum but ideas are brought to it for consideration and many go on to be implemented. So far the forum has successfully suggested improvements to the induction programme, appraisals, clarity over home working and recognition for long serving colleagues.
Each member of the team at ResourceBank has a detailed job specification which clearly identifies and recognises what their role entails. This is reviewed as part of the annual appraisal process. The whole team is involved in recognising and rewarding a job well done. Each quarter nominations are sought for the elements of excellence award. Anyone in the company can nominate a colleague they feel deserves recognition for going the extra mile. All those nominated receive a £25 voucher and the winner £200.
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