Officially a Very Good
Company to Work For
Officially a Very Good
Company to Work For
Officially an Outstanding
Company to Work For
Officially an Outstanding
Company to Work For
Officially a World Class
Company to Work For
Officially a World Class
Company to Work For
Officially a Good
Company to Work For
Officially a Good
Company to Work For
Officially a Global*
Good Company
to Work For
Officially a Good
Company to Work For
Globally*
AS A company in the forefront of consumer behaviour analysis, it is hardly surprising that dunnhumby puts a lot of effort into investigating how its own staff feel. A quiz called “employee thoughts” appears in the company's monthly newsletter, while last year 20 inhouse focus groups were convened in 10 countries to discover what really matters to staff at work. The results were collated and condensed into five “people promises”, covering fair recognition and reward, opportunities to progress, ensuring leaders are forward thinkers, having supportive managers and ensuring staff have the tools they need to succeed. There is a genuine commitment to listen to staff at dunnhumby, which means employees believe they can make a valuable contribution to the success of the organisation (an 82% positive score) and consider work to be an important part of their lives (80%). The company analyses data from more than 400m retail customers across the globe and is best known for establishing the Tesco Clubcard. The firm is now owned by the supermarket giant. Staff feel the London-based organisation is run on strong values and principles (81%). Chief executive Simon Hay is the longest-serving of the 848 employees with 22 years' service, and he and his global executive team try to be transparent with the workforce and communicate regularly. Hay introduced the “dunnhumby put simply” document which outlines the company's values. He carries a portable video camera with him at work, and edited clips of what he discovers are uploaded to his monthly video blog. He also hosts an internal Twitter-style microblog where the executive team debates various topics. Employees say the experience they are gaining will be valuable in the future (79%). The “my career” page on the company intranet advertises internal job opportunities and explains how someone's current role fits into the business. Staff are told to be curious and discover what they need to do to progress. They are urged to have the courage to commit to learning in order to gain the skills to develop their career and improve their professional and personal lives. Staff are happy with their work-life balance (67%) and an employee assistance programme supports people who are having problems in that area. Last year the company introduced a “working day policy” to complement its flexible working arrangements. People can vary when they start and finish in the office, going home at 4pm on Fridays and 2pm on the last Friday of the month. Every employee can also take their birthday as an extra day's holiday. Everyone has a £315 allowance each year to treat themselves to anything from theatre trips to pampering sessions. There is an on-site gym with massage therapists and personal trainers. Employees feel that dunnhumby has a strong social conscience (84%) and since March 2013 staff have raised more than £20,000 and volunteered more than 300 hours to support the Brain Tumour Charity. The company is using its professional expertise to help the charity apply for continued national lottery funding, having devised a survey to capture the opinions of sufferers, their families and carers. The results are included in the latest funding application. www.dunnhumby.com/uk
My organisation encourages charitable activities
The company launched their innovative blogging platform dunnhumby uncensored last year. There is a webpart blog section on the intranet homepage that allows employees to post their own blogs for global readership. It is 100% user generated and 100% uncensored to encourage them to write about anything personal or professional. The aim is to connect employees, boost communication between teams and help dunnhumby get to know their people better to share learnings and experiences easily. They appointed blog champions and rewarded them with a blogging toolkit, which was sent in the post as a surprise and delight. This included a book on blogging tips, a moleskin notepad, pens, sweets and branded goods. They also ran training for these champions, joined by the CEO to endorse the channel further. They were asked to populate the first content and now act as advocates for blogging in their offices. They set topics occasionally to stimulate blogs such as 'tell us about your proudest dunnhumby moment', but they get a range of topics from people's pets to their biggest success at work. The company also started “pic of the day”. They set up an instagram account and asked employees to upload pictures using #dunnhumbypic to showcase what goes on in their day to day lives. This connects employees visually and gives an insight to other offices and cultures.
My work is an important part of my life
The company launched their innovative blogging platform dunnhumby uncensored last year. There is a webpart blog section on the intranet homepage that allows employees to post their own blogs for global readership. It is 100% user generated and 100% uncensored to encourage them to write about anything personal or professional. The aim is to connect employees, boost communication between teams and help dunnhumby get to know their people better to share learnings and experiences easily. They appointed blog champions and rewarded them with a blogging toolkit, which was sent in the post as a surprise and delight. This included a book on blogging tips, a moleskin notepad, pens, sweets and branded goods. They also ran training for these champions, joined by the CEO to endorse the channel further. They were asked to populate the first content and now act as advocates for blogging in their offices. They set topics occasionally to stimulate blogs such as 'tell us about your proudest dunnhumby moment', but they get a range of topics from people's pets to their biggest success at work. The company also started “pic of the day”. They set up an instagram account and asked employees to upload pictures using #dunnhumbypic to showcase what goes on in their day to day lives. This connects employees visually and gives an insight to other offices and cultures.
People in my team go out of their way to help me
Every year dunnhumby employees receive a 'Treat Yourself' allowance, which they can redeem with a travel company on flights, hotels, spa breaks, Personal Trainer sessions, Osteopath appointments onsite or experience days such as tickets for the Shard. The only caveat is that it must be used for a 'treat' and not for mundane things such as weekly shopping. This means employees benefit financially on their holidays or enjoy a great experience that they may not otherwise have chosen.
My organisation encourages charitable activities
The company launched their innovative blogging platform dunnhumby uncensored last year. There is a webpart blog section on the intranet homepage that allows employees to post their own blogs for global readership. It is 100% user generated and 100% uncensored to encourage them to write about anything personal or professional. The aim is to connect employees, boost communication between teams and help dunnhumby get to know their people better to share learnings and experiences easily. They appointed blog champions and rewarded them with a blogging toolkit, which was sent in the post as a surprise and delight. This included a book on blogging tips, a moleskin notepad, pens, sweets and branded goods. They also ran training for these champions, joined by the CEO to endorse the channel further. They were asked to populate the first content and now act as advocates for blogging in their offices. They set topics occasionally to stimulate blogs such as 'tell us about your proudest dunnhumby moment', but they get a range of topics from people's pets to their biggest success at work. The company also started “pic of the day”. They set up an instagram account and asked employees to upload pictures using #dunnhumbypic to showcase what goes on in their day to day lives. This connects employees visually and gives an insight to other offices and cultures.
My work is an important part of my life
The company launched their innovative blogging platform dunnhumby uncensored last year. There is a webpart blog section on the intranet homepage that allows employees to post their own blogs for global readership. It is 100% user generated and 100% uncensored to encourage them to write about anything personal or professional. The aim is to connect employees, boost communication between teams and help dunnhumby get to know their people better to share learnings and experiences easily. They appointed blog champions and rewarded them with a blogging toolkit, which was sent in the post as a surprise and delight. This included a book on blogging tips, a moleskin notepad, pens, sweets and branded goods. They also ran training for these champions, joined by the CEO to endorse the channel further. They were asked to populate the first content and now act as advocates for blogging in their offices. They set topics occasionally to stimulate blogs such as 'tell us about your proudest dunnhumby moment', but they get a range of topics from people's pets to their biggest success at work. The company also started “pic of the day”. They set up an instagram account and asked employees to upload pictures using #dunnhumbypic to showcase what goes on in their day to day lives. This connects employees visually and gives an insight to other offices and cultures.
My organisation encourages charitable activities
The company launched their innovative blogging platform dunnhumby uncensored last year. There is a webpart blog section on the intranet homepage that allows employees to post their own blogs for global readership. It is 100% user generated and 100% uncensored to encourage them to write about anything personal or professional. The aim is to connect employees, boost communication between teams and help dunnhumby get to know their people better to share learnings and experiences easily. They appointed blog champions and rewarded them with a blogging toolkit, which was sent in the post as a surprise and delight. This included a book on blogging tips, a moleskin notepad, pens, sweets and branded goods. They also ran training for these champions, joined by the CEO to endorse the channel further. They were asked to populate the first content and now act as advocates for blogging in their offices. They set topics occasionally to stimulate blogs such as 'tell us about your proudest dunnhumby moment', but they get a range of topics from people's pets to their biggest success at work. The company also started “pic of the day”. They set up an instagram account and asked employees to upload pictures using #dunnhumbypic to showcase what goes on in their day to day lives. This connects employees visually and gives an insight to other offices and cultures.
Companies offering a minimum of 26 days annual leave to all employees.
Companies offering profit related pay to all employees.
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