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.
CEO Daniel meets all new starters for a coffee. He feels this is very important part of the induction process and finds real value in finding out what particularly interests each new employee. He also attends staff events when he is in the office.
Their HR Director runs a selection of short management training sessions on topics such as managing performance, recruitment, reward and recognition and delegation. They also run external courses in delegation, management theory and practice.
CEO Daniel meets all new starters for a coffee. He feels this is very important part of the induction process and finds real value in finding out what particularly interests each new employee. He also attends staff events when he is in the office.
‘We want to understand the world and make it better' is the university's mission and their motto is ‘to discover and understand'. The organisation was founded by individuals and groups who have profound belief in the public value of universities for the economy, health and community.
Events are regularly held to include not just staff but the wider community, encouraging collaboration in the area as a whole. The university also hosts the Festival of the Mind, which attracts 50,000 visitors, including employees from across different teams and members of the public.
Events are regularly held to include not just staff but the wider community, encouraging collaboration in the area as a whole. The university also hosts the Festival of the Mind, which attracts 50,000 visitors, including employees from across different teams and members of the public.
All areas hold monthly team meetings to discuss projects and raise questions. There are also offsite team days that help them to build relationships, such as one held at RHS Garden Wisley, where attendees could learn more about what their colleagues do and identify any challenges.
Core values are to inspire, involve, inform and improve. These are regularly communicated to all employees, including in the weekly staff email update - Weeder's Digest - and by the leadership team at the quarterly business update roadshows that take place at each site.
All areas hold monthly team meetings to discuss projects and raise questions. There are also offsite team days that help them to build relationships, such as one held at RHS Garden Wisley, where attendees could learn more about what their colleagues do and identify any challenges.
Their online performance system gives employees the opportunity to tell the company how they think they are performing and how they feel at work. Scores have increased this year in relation to freedom to make decisions, meeting individual needs and how happy staff are at work.
Their online performance system gives employees the opportunity to tell the company how they think they are performing and how they feel at work. Scores have increased this year in relation to freedom to make decisions, meeting individual needs and how happy staff are at work.
Every employee receives on the job training and coaching. They get regular feedback through their annual appraisal and three coffee chats throughout the year. A number of their senior manager's are mentors to employees and students within the hospitality industry.
As participating members of Better Bankside, their local community initiative, the company raises money and awareness for local charities. Two examples are the annual Borough Market Pancake Race, and a recent competition to reskin local public bins to discourage littering.
As participating members of Better Bankside, their local community initiative, the company raises money and awareness for local charities. Two examples are the annual Borough Market Pancake Race, and a recent competition to reskin local public bins to discourage littering.
They host monthly ‘Speed Dating' events – inviting people from all over the agency to chat to each other over a glass of bubbly. It gives staff from different disciplines a forum to meet and connect, encouraging cross-collaboration, new ideas and togetherness.
A new e-brochure has been created to highlight all their employee benefits to remind staff of the range of benefits they are entitled to. Previously many were unaware of the benefits and so this promotion has been successful in improving employee engagement.
The Gym Group does not believe in targets that are unobtainable or ‘moving the goal posts'. With this clear understanding set out from day one it allows managers to productively manage their working week, without the need to encroach on their own personal time.
A new e-brochure has been created to highlight all their employee benefits to remind staff of the range of benefits they are entitled to. Previously many were unaware of the benefits and so this promotion has been successful in improving employee engagement.
During their interactive group induction day, the Duke of Richmond, Chairman or COO Chris Woodgate attend every session, meeting new recruits and verbally bringing to life the mission, vision and values of the company.
Goodwood are owned and run by The Duke of Richmond who highlights the company's responsibility to the local and regional community to hold the estate together, not only as a beautiful place, but also as a generator of vital economic value.
Goodwood are owned and run by The Duke of Richmond who highlights the company's responsibility to the local and regional community to hold the estate together, not only as a beautiful place, but also as a generator of vital economic value.
Since their second year, staff have 'warm desked'. An alternative to hot desking, people change where they sit around every 3 months. This gives people the chance to get to know new neighbours properly and re-energises life in the office.
Three years ago they asked employees to capture their understanding of the company's purpose and principles in a book. This book is given to new clients, and new employees, so they understand what The Corner is about. The book is updated every 18 months.
Every month an employee who has gone the furthest to demonstrate the spirit of company ethos “We Will” wins the Babbington Award - a £400 voucher to be spent at Babbington House (or equivalent venue within the Soho House Group).
In 2017, they ran a 'Mental Health month', writing an article discussing men's health and depression and where to get help and advice. They also ran an event promoting a mile walk at lunch to get people out of their chairs and active.
Each department runs an Early Morning Training (EMT) session once a week to expand knowledge both in their teams and across the company. This ensures that all teams meet on a weekly basis and are kept up to date with other areas of the business.
In 2017, they ran a 'Mental Health month', writing an article discussing men's health and depression and where to get help and advice. They also ran an event promoting a mile walk at lunch to get people out of their chairs and active.
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