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*
My organisation encourages charitable activities
Pagan Osbourne provide the framework and training but it is their managers who bring everything to life. They work closely with their team so that they are aware of exactly what's going on so are perfectly placed to give timely praise and recognise a job well done. Every year, new objectives are set in conjunction with the individual and every month the manager holds a 1-1 meeting where they review progress, and can help alleviate pressure points if and when they appear. Their annual Personal Development Review (PDR) records the person's overall performance and their rating influences pay awards, as exceptional performance is given above average pay increases (when the business is able to do so). As managers are aware of progress and regularly check client feedback and commendations, they personally recognise achievements and make sure that their director also knows of any key successes. In turn, the management board then recognise successes by sending cards to high achievers on a monthly basis and praising top performers in their monthly blog.
I believe I can make a valuable contribution to the success of this organisation
Pagan Osborne have held several social events throughout the year, from quiz nights to a fireworks night at the end of the Edinburgh Festival. They recently put on a pizza and wine night to celebrate the successful move into their new Edinburgh office, and to thank colleagues for all their hard work. Probably the most memorable and talked about event was their participation in the CHAS beat the borders day. 15 staff members of all ages from 4 of their 5 offices, took part but even those who didn't enter were still talking about it. The day was physically challenging but the team raised over £5,000. Some of them are already asking if they can do it again next year! The most recent internal event was held by the manager of the Executry team – Fiona Shields. Fiona planned a half day team event in the Edinburgh office, where part of the day was spent looking at personality types within the team to help them communicate better by recognising each other's strengths and adapting their communication style to suit different personalities. After the session the team were taken out for lunch and then enjoyed the Edinburgh Festival. Additionally, several managers and teams have organised team events over the weekend, for example, drinks and dinner at one manager's house and an outdoor barbeque which the whole team, their partners and children were invited to.
I feel that my manager talks openly and honestly with me
Pagan Osbourne provide the framework and training but it is their managers who bring everything to life. They work closely with their team so that they are aware of exactly what's going on so are perfectly placed to give timely praise and recognise a job well done. Every year, new objectives are set in conjunction with the individual and every month the manager holds a 1-1 meeting where they review progress, and can help alleviate pressure points if and when they appear. Their annual Personal Development Review (PDR) records the person's overall performance and their rating influences pay awards, as exceptional performance is given above average pay increases (when the business is able to do so). As managers are aware of progress and regularly check client feedback and commendations, they personally recognise achievements and make sure that their director also knows of any key successes. In turn, the management board then recognise successes by sending cards to high achievers on a monthly basis and praising top performers in their monthly blog.
My organisation encourages charitable activities
Pagan Osbourne provide the framework and training but it is their managers who bring everything to life. They work closely with their team so that they are aware of exactly what's going on so are perfectly placed to give timely praise and recognise a job well done. Every year, new objectives are set in conjunction with the individual and every month the manager holds a 1-1 meeting where they review progress, and can help alleviate pressure points if and when they appear. Their annual Personal Development Review (PDR) records the person's overall performance and their rating influences pay awards, as exceptional performance is given above average pay increases (when the business is able to do so). As managers are aware of progress and regularly check client feedback and commendations, they personally recognise achievements and make sure that their director also knows of any key successes. In turn, the management board then recognise successes by sending cards to high achievers on a monthly basis and praising top performers in their monthly blog.
I believe I can make a valuable contribution to the success of this organisation
Pagan Osborne have held several social events throughout the year, from quiz nights to a fireworks night at the end of the Edinburgh Festival. They recently put on a pizza and wine night to celebrate the successful move into their new Edinburgh office, and to thank colleagues for all their hard work. Probably the most memorable and talked about event was their participation in the CHAS beat the borders day. 15 staff members of all ages from 4 of their 5 offices, took part but even those who didn't enter were still talking about it. The day was physically challenging but the team raised over £5,000. Some of them are already asking if they can do it again next year! The most recent internal event was held by the manager of the Executry team – Fiona Shields. Fiona planned a half day team event in the Edinburgh office, where part of the day was spent looking at personality types within the team to help them communicate better by recognising each other's strengths and adapting their communication style to suit different personalities. After the session the team were taken out for lunch and then enjoyed the Edinburgh Festival. Additionally, several managers and teams have organised team events over the weekend, for example, drinks and dinner at one manager's house and an outdoor barbeque which the whole team, their partners and children were invited to.
My organisation encourages charitable activities
Pagan Osbourne provide the framework and training but it is their managers who bring everything to life. They work closely with their team so that they are aware of exactly what's going on so are perfectly placed to give timely praise and recognise a job well done. Every year, new objectives are set in conjunction with the individual and every month the manager holds a 1-1 meeting where they review progress, and can help alleviate pressure points if and when they appear. Their annual Personal Development Review (PDR) records the person's overall performance and their rating influences pay awards, as exceptional performance is given above average pay increases (when the business is able to do so). As managers are aware of progress and regularly check client feedback and commendations, they personally recognise achievements and make sure that their director also knows of any key successes. In turn, the management board then recognise successes by sending cards to high achievers on a monthly basis and praising top performers in their monthly blog.
Companies offering a minimum of 26 days annual leave to all employees.
Companies where at least 40% of the staff have worked there for more than five years.
At least 40% of senior managers are women.
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