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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.
The company has a social committee tasked with arranging all events, from summer and winter parties to dinners, bowling, competitions, karaoke and escape rooms. And staff don't need to worry about being out of pocket as there's a £250 social budget set aside for everyone.
New recruits are made to feel welcome before they start with a special pack and regular updates. On day one, they get all the equipment they need to hit the ground running and gifted merchandise. As an ice-breaker, a Q&A with them is shared on internal channels, and their manager treats them to lunch.
Employees get an annual Airtime Rewards-sponsored day to volunteer or fundraise for charity. The company donates a minimum of £500 when colleagues complete charity events. And when an employee's completed their probation, the company contributes to the charity they mentioned in their new starter Q&A.
Siddall & Hilton's dedicated work committee, representative of various business areas, coordinates seasonal social activities. This not only enriches the workplace culture but also fosters team spirit and camaraderie.
Siddall & Hilton's fair treatment of employees is reflected in its quarterly profit-related bonus scheme. It has also increased pay overall by 23% over the last two years, demonstrating its commitment to employee welfare amid the cost of living crisis.
Siddall & Hilton prioritises mental health, with initiatives such as the Menopause Café and the 'Listening Ears' team. It also provides a fully funded financial coaching service, further supporting their employees' wellbeing.
The organisation offers a variety of development opportunities, including internal training sessions, mentoring programmes, and specific manager training. It encourages employees to create individual development plans, fostering a culture of continuous learning and growth.
Managers at Skills for Care are equipped with training in Compassionate Leadership and benefit from the support of People and Development Partners. The company ensures that managers are well-prepared to support their teams, fostering an environment of trust and care.
Skills for Care promotes team spirit through regular meetings and social activities, alongside team development days focused on charitable activities. The organisation recognises the importance of building strong, supportive relationships within teams, fostering a sense of belonging and camaraderie.
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