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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.
WWA ensures that it recognises success and incentivises its employees. Where staff have achieved excellence in their discipline, or have gone above and beyond their role, Partners and Office Leads reward employees accordingly.
A Christmas event is hosted for Ward William Associates entire team of employees and their partners. It usually involves informal sporting events during the day followed by a black-tie dinner and dance in the evening. Previous events have been held at the Eden Project and St Mellion Resort.
A Christmas event is hosted for Ward William Associates entire team of employees and their partners. It usually involves informal sporting events during the day followed by a black-tie dinner and dance in the evening. Previous events have been held at the Eden Project and St Mellion Resort.
One employee, who came to the company as a student and qualified as an accountant, saw a gap in the market to target the creative industry. They pitched the idea to the board and now they successfully run Ward Williams Creative.
Flexible working and time off is granted to employees on a case-by-case basis. The company also hosts annual summer and Christmas parties.
Flexible working and time off is granted to employees on a case-by-case basis. The company also hosts annual summer and Christmas parties.
Each month, the company hosts ‘make time for wine' sessions where a wine expert visits the office. It is a good chance for people from different teams to interact and learn more about wine while doing something enjoyable during the work day.
The Chief Executive Officer Jay does not have an office, opting to sit on a desk with the rest of the team. This way he is easily accessible to everyone, can join in conversations and get to know everyone in the team well.
The Chief Executive Officer Jay does not have an office, opting to sit on a desk with the rest of the team. This way he is easily accessible to everyone, can join in conversations and get to know everyone in the team well.
The annual ‘Spark Life Wellness Week' provides tools to employees to promote wellbeing. This includes nutrition, exercise, mindfulness, financial wellbeing, massage and even the benefits of wild swimming.
‘Spark Labs', a cross-brand brainstorm initiative, encourages employees to support the business by offering ideas to solve a particular problem or amplify a launch. This is an opportunity for VIMN employees to interact and communicate outside of the day-to-day sphere.
The reward and recognition scheme ‘The Power of Thank You' is both a peer-to-peer and manager-led initiative. Managers are able to award two gifts of up to £50 or a day off per year, while colleagues can award personalised note cards and pass their nomination to David Lynn who awards a £50 gift card each to a chosen nominee and nominator.
A range of flexible working options have been introduced to support working parents achieve balance between work and home. Options include compressed hours, flexible working and time off, which is determined on a case-by-case basis.
A range of flexible working options have been introduced to support working parents achieve balance between work and home. Options include compressed hours, flexible working and time off, which is determined on a case-by-case basis.
A range of flexible working options have been introduced to support working parents achieve balance between work and home. Options include compressed hours, flexible working and time off, which is determined on a case-by-case basis.
In 2017, UK Power Reserve achieved full ISO14001 Environmental Management System certification to UKAS standards. This included replacing fluorescent lighting with energy efficient LED lighting, ensuring vehicles were only washed at eco-friendly car washes and creating a green office with reduced use of paper stationery.
Through a passion for energy, UK Power Reserve plans to become a major energy player by consistently winning and effectively executing contracts, innovating to find new customers and exceeding their expectations. They have recently instituted an internal customer service feedback mechanism.
The company conducts management training and bespoke personal development plans for each potential manager. There is also a succession plan in with subject specific management training for identified successors.
The organisation has a flexible working policy that allows employees to apply for variations to their contract, for example, if they have children to care for, or sick relatives to look after; and need to adjust their working hours. They also offer a flexi-time scheme and agile working.
Helping Hands is a project set up as part of the Staff 2020 Group. The organisation allows every member of staff to invest one day per year into this initiative. Projects include: St Johns Playgroup, The Chill Out Zone, and Dene Magna School.
Helping Hands is a project set up as part of the Staff 2020 Group. The organisation allows every member of staff to invest one day per year into this initiative. Projects include: St Johns Playgroup, The Chill Out Zone, and Dene Magna School.
Communication is key at turn IT on, with regular team meetings, annual company meetings and a SharePoint site to share important company information. They also have an open policy in terms of employees being able to approach managers directly.
The company has an open and flexible culture, and recently won the Embedded Flexibility Award from Working Families. In the last financial year, nine flexible working applications were requested and granted.
Communication is key at turn IT on, with regular team meetings, annual company meetings and a SharePoint site to share important company information. They also have an open policy in terms of employees being able to approach managers directly.
An annual conference is held communicating the organisation's vision, values and mission, and inspiring people to make banking better. Delegates from across the business are selected because they will benefit from the event and are best-placed to take the message back to their team.
Chief Executive Officer, Paul Pester, holds a fortnightly ‘stand up' speech to people live in the office, wherever he is. Employees are encouraged to submit questions, with Paul answering as many as he can during five minutes of the meeting.
TSB launched their Local Charity Partnership programme in 2015 to encourage branches, head office and telephony sites to engage in the local community. Working with nearly 500 charity partners, the bank has helped raise over £500,000 through fundraising.
The senior management team engage with the organisation in a number of different ways, including office walkabouts. They seek out a variety of employees and actively mentions the results that they or their teams are achieving.
Trivallis has a series of awards that employees can be nominated for. These include awards for Esteem, Solid as a Rock, Top Service, and The A Team. Anyone within the company can nominate a fellow employee.
Trivallis has a series of awards that employees can be nominated for. These include awards for Esteem, Solid as a Rock, Top Service, and The A Team. Anyone within the company can nominate a fellow employee.
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