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Personal Growth - How employees feel about training and their future prospects
When it comes to Personal Growth, focusing on providing growth and development opportunities will make people feel invested in as individuals, so are more likely then to feel better about the Fair Deal factor.
Precedent strongly believes in the idea of “soft rewards” – i.e. small rewards that are given regularly to recognise excellent work or performance. Rather than simple monetary bonuses which can often quickly be forgotten, these rewards tend to be something more individual, memorable and appropriate for the person. For example a meal for two at a nice restaurant, a weekend away or even simply iTunes vouchers. In addition to this, at the company's annual company meeting held every April, Precedent reward the most hard working and highest achievers. The excursion is, in itself, a sort of reward as it involves time out of the office, dinner and an element of socialising, but more crucially, Precedent hold nominations for the Best Newcomer and Best Overall Performer. These nominations are open to everyone across the company and everyone is invited to contribute. The winner is selected by the senior management based on the nominations received as well as on general performance throughout the year.
Precedent pride themselves on being a transparent organisation and ensures that all of their employees feel they can talk openly to the company as well as see what's going on within the company at all times. Precedent has an active open door policy and spacious open plan offices across the UK to encourage engagement at every level. The company holds bi-monthly 121 sessions, where each employee meets with their line manager to discuss progress over the previous two months and targets for the next. This is an opportunity for employees to voice any concerns and talk candidly with their line manager. Precedent also hold department days throughout the year where each department from across all the UK office teams meet to discuss working processes, highs and lows before engaging in more social activities like go-carting, dinner or simply a few drinks.
Precedent strongly believes in the idea of “soft rewards” – i.e. small rewards that are given regularly to recognise excellent work or performance. Rather than simple monetary bonuses which can often quickly be forgotten, these rewards tend to be something more individual, memorable and appropriate for the person. For example a meal for two at a nice restaurant, a weekend away or even simply iTunes vouchers. In addition to this, at the company's annual company meeting held every April, Precedent reward the most hard working and highest achievers. The excursion is, in itself, a sort of reward as it involves time out of the office, dinner and an element of socialising, but more crucially, Precedent hold nominations for the Best Newcomer and Best Overall Performer. These nominations are open to everyone across the company and everyone is invited to contribute. The winner is selected by the senior management based on the nominations received as well as on general performance throughout the year.
There are frequent social events within Parklands, commemorating particular milestones in the calendar. This year, the Managing Director, Senior Managers and Receptionist decided to dress up and re-enact the wedding of William and Kate. This was taken extremely seriously with wedding dress and bridesmaid dresses being purchased, hairdresser appointed and make up expertly applied. Staff and relatives enjoyed the social event with a meal and further musical entertainment. The bridal party travelled between care homes to re-enact the occasion with relatives and staff enjoying a sing along, meal and further musical entertainment in the evening.
Parklands has been an An Investor in People member since 1996 and has recently been reassessed in 2011. Using the tools setup in Investors in People, the management team supports employee development in every way possible. From a degree in Social Work, Diploma in Health Care and SVQs Level 2 and 3, the company actively encourages their people to be all they can be. The company contributes in most cases - for training and gives appropriate time off for study (paid). The mentoring and joint review sessions specifically target any training and evaluates its effectiveness.
There are frequent social events within Parklands, commemorating particular milestones in the calendar. This year, the Managing Director, Senior Managers and Receptionist decided to dress up and re-enact the wedding of William and Kate. This was taken extremely seriously with wedding dress and bridesmaid dresses being purchased, hairdresser appointed and make up expertly applied. Staff and relatives enjoyed the social event with a meal and further musical entertainment. The bridal party travelled between care homes to re-enact the occasion with relatives and staff enjoying a sing along, meal and further musical entertainment in the evening.
Orthoplastics reward efforts with bonuses and competence payments.
Orthoplastics offer private health to a manager group.
Orthoplastics offer private health to a manager group.
Share information in an open and honest way and ensure fresh and relevant information is relayed in a timely fashion. Facilitating team meetings and ensuring that information is cascaded through the organisation.
Share information in an open and honest way and ensure fresh and relevant information is relayed in a timely fashion. Facilitating team meetings and ensuring that information is cascaded through the organisation.
Results will be reviewed with Heads of Departments and communicated throught the organisation. Any viable changes will be assessed for implementation.
A particularly enjoyable social event was the team night out at Batchwood, St Albans in April.
The company have maintained high standards of performance by consistently demanding excellence and delivering support and training to allow their staff to perform at these high standards. They endeavour to invest in high quality equipment and staff training to help keep them at the cutting edge of their profession.
During the last 12 months the Senior Management team have agreed their core values with their staff.
Employees are rewarded for their efforts. Upon completion of any relevant professional qualifications employees are rewarded for their achievement. The amounts are very generous as these awards are also grossed up to ensure the employee receives the full amount after Tax and National Insurance deductions.
Employees are rewarded for their efforts. Upon completion of any relevant professional qualifications employees are rewarded for their achievement. The amounts are very generous as these awards are also grossed up to ensure the employee receives the full amount after Tax and National Insurance deductions.
NMB offer a wide range of benefits to employees in order to enhance their wellbeing. These include; private healthcare to all employees, their partners and their children, health screening which is provided to all employees upon request or should NMB feel this may be beneficial after a period of long term sickness, etc. and gym membership at either a corporate or local gym is offered. They also promote a Cycle to Work Scheme and reimburse the costs of any eye tests for VDU users. In addition, NMB provides fresh fruit and water daily to all 8 floors within the building and also fund a company netball and football team that both have matches during lunch times to promote and encourage healthy living. There is also a company funded darts team so they're a very active company!
Managers conduct monthly reviews to communicate targets/activity requirements and openly discuss how these should be achieved, whilst continuously offering support to their team. Managers have weekly activity reports, which are a discussion with the employee to determine where their focus should be for that week. This is a collaborative discussion, and the Manager ensures the employee knows how this contribution will affect the overall success of the business.
MRL Consulting Group offer Consultants a chance to win a Rolex upon achievement of a specific sales goal.
MRL Consulting Group offer Consultants a chance to win a Rolex upon achievement of a specific sales goal.
Mott MacDonald utilises two primary groups to listen to the views of employees. To promote professional excellence, a Young Professional Excellence (YPE) network exists across all of the company's business units. This network creates a learning culture among the company's younger staff. YPE promotes two way communications and ensures that the views of their young professionals are fed back to senior management. As the YPE networks are representative of Mott MacDonald's business units, the Groups can be targeted depending on the nature of the query on which the company is seeking views. The other channel which MacDonald uses is staff councils. These allow effective two-way communication between the company and staff at all levels. In doing so, they provide a forum in which company policy can be explained to staff. They are held on a quarterly basis and minutes are posted on the company's intranet to ensure all staff have access to on going discussions.
Mott MacDonald utilises two primary groups to listen to the views of employees. To promote professional excellence, a Young Professional Excellence (YPE) network exists across all of the company's business units. This network creates a learning culture among the company's younger staff. YPE promotes two way communications and ensures that the views of their young professionals are fed back to senior management. As the YPE networks are representative of Mott MacDonald's business units, the Groups can be targeted depending on the nature of the query on which the company is seeking views. The other channel which MacDonald uses is staff councils. These allow effective two-way communication between the company and staff at all levels. In doing so, they provide a forum in which company policy can be explained to staff. They are held on a quarterly basis and minutes are posted on the company's intranet to ensure all staff have access to on going discussions.
The senior management team at Mott MacDonald has produced a video called Moving Forward, aimed at giving their staff an insight into the opportunities and challenges the company is currently facing and where they expect to be going as a company for the next five years. The video started with a reminder of how the company fared in the past 12 months and looked at the new reality impacting the business and the challenges it brings. To make it as easy as possible for everyone to see the video, the company hosted the production on their internal e-learning site as well as making it available on DVD for staff outside the office. To ensure maximum awareness was generated for the production, an email was sent out from the Group's chairman well as notices appearing on the intranet encouraging all staff to view it. Feedback from staff showed this approach was welcomed and included positive comments about how sincerely and well the senior management came across.
Morningstar have partnered with the City of London and a charity based in the city fringes to provide teenagers in deprived areas with an opportunity to visit a City office, go through a workshop with employees on City careers, practice interviewing, learn more about career paths in a financial company and take part in work experiences and internships potentially leading to a permanent role.
Morningstar have partnered with the City of London and a charity based in the city fringes to provide teenagers in deprived areas with an opportunity to visit a City office, go through a workshop with employees on City careers, practice interviewing, learn more about career paths in a financial company and take part in work experiences and internships potentially leading to a permanent role.
Morningstar's flat non-hierarchical environment, casual culture and open architecture encourages and fosters open communications at all levels of the organisation. The company actively encourages questions, ideas, and debates and state they aren't likely to hire individuals who aren't curious question askers. Morningstar have an open upwards communication policy where employees are invited to write, call or meet senior management regularly. The company organises breakfast sessions with senior management, town hall meetings with their CEO and founder and country meetings, social events and seek employee feedback through several different surveys.
Manx Telecom run an idea scheme called 'innov8' whereby staff can submit ideas for improvement. These are evaluated by a committee of managers and staff who can make financial awards based on the quality of the idea. They hold annual staff update sessions with the senior team and their managers hold monthly team briefs. Manx Telecom encourage staff to play an active part with their managers to identify specific issues and actions to address areas for improvement. After last year's survey, employees were invited to take part in a competition to submit 88 reasons that make Manx Telecom a great place to work. All the entries were rolled together to come up with the definitive list.
As part of Manx Telecom's monthly analysis of customer complaints they identified a need to improve the quality of customer interactions when dealing with difficult situations. As a result of this, managers were asked to undertake a staff training needs analysis which is being used to design and deliver training modules to address the specific skills required. They have recently entered the Isle of Man Newspapers award for excellence in the category 'People Management & Development'.
Manx Telecom run an idea scheme called 'innov8' whereby staff can submit ideas for improvement. These are evaluated by a committee of managers and staff who can make financial awards based on the quality of the idea. They hold annual staff update sessions with the senior team and their managers hold monthly team briefs. Manx Telecom encourage staff to play an active part with their managers to identify specific issues and actions to address areas for improvement. After last year's survey, employees were invited to take part in a competition to submit 88 reasons that make Manx Telecom a great place to work. All the entries were rolled together to come up with the definitive list.
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