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.
Senior managers use Facetime to call and talk to individual employees, especially those in thee vulnerable category, to check in with them. The feedback was that the calls were enjoyed by staff and a good way to get to know managers better.
Every individual goes through People Performance Management and measured on how they go about their job and what they do. They are graded against Development Needed, Achieving Standards and Exceeding Expectations and their salary and benefits package is linked. Development Needed grades are given a personal development plan.
Teamwork is important to First Contact and staff are encouraged to take part in charitable ventures, including supporting St George's Crypt, which offers help to homeless people, Westways Open Arms, drop in facilities for those in need, and a beach clean-up near Scarborough.
XLN have found that Shadowing is the most effective form of support. Their team always feedback that learning by directly following someone with experience in a higher grade role gives them the confidence to step up. It offers the knowledge and clarity of what is expected. It's the simplest way to find out what good looks like and also identify potential areas where they can make improvements to the way the roles are managed.
XLN have found that Shadowing is the most effective form of support. Their team always feedback that learning by directly following someone with experience in a higher grade role gives them the confidence to step up. It offers the knowledge and clarity of what is expected. It's the simplest way to find out what good looks like and also identify potential areas where they can make improvements to the way the roles are managed.
XLN prides itself on “promoting within” and as an organisation that can only be achieved by constant employee development. If any employee requests any training, whether specific to their role or not, they will always say yes. They believe if an employee wants to better themselves, then they should do everything possible to retain that ambition within the business and offering unlimited training resource is key to that.
They offer a highly competitive commission scheme to their sales employees, and a generous bonus scheme for their non-sales employees as well as competitive salary packages. In addition to this, they run incentives such as holidays, most recently their incentive winners went to Cape Town and their next incentive trip will be to Rio, and anyone in the business whether they are in sales or support can qualify for the trip.
The Trainee Recruitment Programme is aimed at those with no or little recruitment experience and consists of 6 different workshops which cover the whole of the recruitment lifecycle. They recently had their ‘Festival of Training', the biggest single training event in the history of the company. The programme was covered in a three day event, with delivery from 10 of their managers and Senior Consultants sharing best practice.
The Trainee Recruitment Programme is aimed at those with no or little recruitment experience and consists of 6 different workshops which cover the whole of the recruitment lifecycle. They recently had their ‘Festival of Training', the biggest single training event in the history of the company. The programme was covered in a three day event, with delivery from 10 of their managers and Senior Consultants sharing best practice.
For the past few years, amongst a number of other initiatives, they have a Winch team that cycles all the way from London to Monaco - a gruelling 900 km, 8 days, 4 countries all in aid of raising valuable funds to save the oceans. They managed to raise an amazing £80,731.46 for Blue Marine!
Nurturing creativity and encouraging cross fertilisation of skills are highly important for Winch. Over the last year alone, their 14 strong, Interiors Design team travelled abroad to experience first hand the art of glass blowing.
For the past few years, amongst a number of other initiatives, they have a Winch team that cycles all the way from London to Monaco - a gruelling 900 km, 8 days, 4 countries all in aid of raising valuable funds to save the oceans. They managed to raise an amazing £80,731.46 for Blue Marine!
They have recently implemented various practices to improve the wellbeing of their staff. They hosted a 'Dogs at Work' day, which resulted in employees being in a happier and more relaxed while at work. It created a fun, but calming atmosphere which resulted in very positive feedback from their employees.
All new starters at the company go through a four week induction process called ‘Boot Camp'. This has been developed over time to include the most relevant and critical information in order to get new staff members to a level where they can join their team with enough knowledge to get started.
They have recently implemented various practices to improve the wellbeing of their staff. They hosted a 'Dogs at Work' day, which resulted in employees being in a happier and more relaxed while at work. It created a fun, but calming atmosphere which resulted in very positive feedback from their employees.
As a Premier League football club they have a relatively unique position in that they have staff and players from all around the world. One of example of how they utilise this diversity is to use their Academy players to help recruit coaches. Additionally, this diversity provides representative selection panels to aid their selection and recruitment.
The Club fully funds all apprenticeship qualifications at all levels for anyone who wishes to do one right up to MBA level. They provide modern language (currently Spanish and Italian lessons) for staff– giving the opportunity to learn a new language is advantageous for both personal and professional development.
Mentoring is actively encouraged within the Club at all levels. All staff receive the opportunity to be mentored by someone more senior in the organisation. The best example of this is that the Vice Chairman has employees that she personally mentors. In a recently launched initiative every employee has the opportunity to shadow other key staff members across departments.
They held their annual Summer event for all of their staff at Stubbers, which 110 members of their team attended. Stubbers is an adventure facility which provides individuals with the opportunity to have fun and interact with others. Throughout the day, everyone participated in group activities, which gave their staff the chance to build relationships with each other outside of the office.
They held their annual Summer event for all of their staff at Stubbers, which 110 members of their team attended. Stubbers is an adventure facility which provides individuals with the opportunity to have fun and interact with others. Throughout the day, everyone participated in group activities, which gave their staff the chance to build relationships with each other outside of the office.
They are committed to further developing their people and it is a requirement for all their property management team to complete IOSH Managing Safely. They have also introduced the ‘Leading with Safety' update, a weekly circular aimed at educating their team about important health and safety updates and the Safety Management System.
Walnut invest in training in several ways, including MRS (Market Research Society) paid courses, external training courses (Discovery Insights, Line Management, Presentation Skills, Mental Health First aiders, Wellbeing at Work etc), coaching, conferences and webinars amongst other things.
In the months leading up to the value awards, team members are encouraged to nominate their peers and provide reasons as to why they think these people qualify for the award. Their 'Values committee', a team within the business charged with ensuring values are upheld and accurately reflect the needs of the business, culture that they strive to create, review the submissions and narrow down contenders.
In the months leading up to the value awards, team members are encouraged to nominate their peers and provide reasons as to why they think these people qualify for the award. Their 'Values committee', a team within the business charged with ensuring values are upheld and accurately reflect the needs of the business, culture that they strive to create, review the submissions and narrow down contenders.
The Managing Partner presents to all employees on the Firm's mission and core values. They run a series of presentations so that all members of the team can attend.
Career Conversations are lead by the Learning and Development Manager with all Solicitors to ensure continuous growth.
Career Conversations are lead by the Learning and Development Manager with all Solicitors to ensure continuous growth.
VioVet leaders don't have offices and choose to sit amongst the employees. They are very open to feedback and encourage people to have open and honest conversations with them.
VioVet reward Warehouse Operatives based on an efficiency measurement. They measure this based on multiple different factors in their role, and the overall score is marked 0-10. For anyone who scores 8 or more over the month, they receive 10% of their basic monthly salary as a bonus.
VioVet reward Warehouse Operatives based on an efficiency measurement. They measure this based on multiple different factors in their role, and the overall score is marked 0-10. For anyone who scores 8 or more over the month, they receive 10% of their basic monthly salary as a bonus.
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