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*
THERE WERE NO lonely hearts at North Highland on Valentine's Day last year — the consulting firm posted its 236 people a chocolate lollipop each. London-based and a Best Company as Qedis last year, it has taken on the name of parent North Highland. Staffing is up by two-fifths, and it gets a top-20 score for its social conscience. www.northhighland.uk.com
My organisation encourages charitable activities
Over the past year North Highlands have launched a programme for High Performing and High Potential people, called HP2. Its main objective is to support and retain high-performing individuals and develop them as future leaders of the business. HP2 is a two way programme, where the organisation commits to additional focus on the group through targeted interventions to stretch and develop them, with a commitment from them to embrace the opportunities provided. The business has invested a significant amount into the individuals on HP2 - by providing 1-2-1 monthly coaching sessions from the People Team (working through an action plan); prioritising people and ring-fencing them for challenging project roles; external career coaching from a professional coach (including action based learning group coaching); additional time with their Directors, and sending them on external training and conferences eg - London Business Forum events. The programme is highly transparent to the rest of the business because they wanted it to be something everyone can aspire to be on. The organisation have communicated the names of the individuals on the programme so that people can see what ‘good' looks like and learn from them. Part of the criteria to be on HP2 is people showing personal alignment to North Highlands cultural values, being a role model and having exceptional client and team feedback on leadership behaviours. By being open about the people who possess these skills and behaviours, they ensure that everyone benefits and develops from the programme, not just those on it.
My team is fun to work with
North Highlands spend approx. £150,000 per year on our quarterly ‘Action Days' and social events that follow. They bring the entire company together, taking them off client work and forfeiting revenue, for a day of brainstorming sessions, team building and competitive games (eg: sports day activities, scavenger hunts, treasure hunts) and business updates. There are regular team-building events for the Director group. These are usually two-day off-site events which focus on developing camaraderie and community amongst leaders. They include both interactive business sessions and team-building exercises in the form of outdoor pursuits, eg – tree-climbing in teams. Additionally, everyone in the organisation is part of a North Highland ‘Family', to encourage social belonging, a close-knit feel, and help individuals to establish networks across the business. Each family is given a budget per quarter for organised social events, they choose and arrange them. Events range from breakfasts and dinners, to activities like cooking lessons, laughter therapy and circus skills training. This year they introduced a competitive edge whereby families worked together to win points (called “Puppals”) throughout the year based on events they organised and competitions at Action Days. There was a leaderboard promoting the number of Puppals won, this culminated with a sports day at their r 10 Year Celebration event where large amounts of Puppals were awarded. The winning Family was announced, and the prize was an extra day of annual leave for each family member with money to spend on treating an actual family member!
This organisation is run on strong values / principles
Over the past year North Highlands have launched a programme for High Performing and High Potential people, called HP2. Its main objective is to support and retain high-performing individuals and develop them as future leaders of the business. HP2 is a two way programme, where the organisation commits to additional focus on the group through targeted interventions to stretch and develop them, with a commitment from them to embrace the opportunities provided. The business has invested a significant amount into the individuals on HP2 - by providing 1-2-1 monthly coaching sessions from the People Team (working through an action plan); prioritising people and ring-fencing them for challenging project roles; external career coaching from a professional coach (including action based learning group coaching); additional time with their Directors, and sending them on external training and conferences eg - London Business Forum events. The programme is highly transparent to the rest of the business because they wanted it to be something everyone can aspire to be on. The organisation have communicated the names of the individuals on the programme so that people can see what ‘good' looks like and learn from them. Part of the criteria to be on HP2 is people showing personal alignment to North Highlands cultural values, being a role model and having exceptional client and team feedback on leadership behaviours. By being open about the people who possess these skills and behaviours, they ensure that everyone benefits and develops from the programme, not just those on it.
My organisation encourages charitable activities
Over the past year North Highlands have launched a programme for High Performing and High Potential people, called HP2. Its main objective is to support and retain high-performing individuals and develop them as future leaders of the business. HP2 is a two way programme, where the organisation commits to additional focus on the group through targeted interventions to stretch and develop them, with a commitment from them to embrace the opportunities provided. The business has invested a significant amount into the individuals on HP2 - by providing 1-2-1 monthly coaching sessions from the People Team (working through an action plan); prioritising people and ring-fencing them for challenging project roles; external career coaching from a professional coach (including action based learning group coaching); additional time with their Directors, and sending them on external training and conferences eg - London Business Forum events. The programme is highly transparent to the rest of the business because they wanted it to be something everyone can aspire to be on. The organisation have communicated the names of the individuals on the programme so that people can see what ‘good' looks like and learn from them. Part of the criteria to be on HP2 is people showing personal alignment to North Highlands cultural values, being a role model and having exceptional client and team feedback on leadership behaviours. By being open about the people who possess these skills and behaviours, they ensure that everyone benefits and develops from the programme, not just those on it.
My team is fun to work with
North Highlands spend approx. £150,000 per year on our quarterly ‘Action Days' and social events that follow. They bring the entire company together, taking them off client work and forfeiting revenue, for a day of brainstorming sessions, team building and competitive games (eg: sports day activities, scavenger hunts, treasure hunts) and business updates. There are regular team-building events for the Director group. These are usually two-day off-site events which focus on developing camaraderie and community amongst leaders. They include both interactive business sessions and team-building exercises in the form of outdoor pursuits, eg – tree-climbing in teams. Additionally, everyone in the organisation is part of a North Highland ‘Family', to encourage social belonging, a close-knit feel, and help individuals to establish networks across the business. Each family is given a budget per quarter for organised social events, they choose and arrange them. Events range from breakfasts and dinners, to activities like cooking lessons, laughter therapy and circus skills training. This year they introduced a competitive edge whereby families worked together to win points (called “Puppals”) throughout the year based on events they organised and competitions at Action Days. There was a leaderboard promoting the number of Puppals won, this culminated with a sports day at their r 10 Year Celebration event where large amounts of Puppals were awarded. The winning Family was announced, and the prize was an extra day of annual leave for each family member with money to spend on treating an actual family member!
My organisation encourages charitable activities
Over the past year North Highlands have launched a programme for High Performing and High Potential people, called HP2. Its main objective is to support and retain high-performing individuals and develop them as future leaders of the business. HP2 is a two way programme, where the organisation commits to additional focus on the group through targeted interventions to stretch and develop them, with a commitment from them to embrace the opportunities provided. The business has invested a significant amount into the individuals on HP2 - by providing 1-2-1 monthly coaching sessions from the People Team (working through an action plan); prioritising people and ring-fencing them for challenging project roles; external career coaching from a professional coach (including action based learning group coaching); additional time with their Directors, and sending them on external training and conferences eg - London Business Forum events. The programme is highly transparent to the rest of the business because they wanted it to be something everyone can aspire to be on. The organisation have communicated the names of the individuals on the programme so that people can see what ‘good' looks like and learn from them. Part of the criteria to be on HP2 is people showing personal alignment to North Highlands cultural values, being a role model and having exceptional client and team feedback on leadership behaviours. By being open about the people who possess these skills and behaviours, they ensure that everyone benefits and develops from the programme, not just those on it.
Companies offering a minimum of 26 days annual leave to all employees.
Companies offering private health insurance to all employees.
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2 Star
organisation, simply click the link for further information about careers with
North Highland UK Limited
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