Reward Gateway

Managers have support from their learning platform RG University as well as support from their own line managers (whether that be Heads of Department of members of the Leadership Team). They also run an ‘Insights for Managers' course where managers can share experiences and develop their abilities to adapt and communicate better with their teams. They have an overall culture of ongoing and flexible manager feedback through regular 121s. They don't believe in annual performance reviews because for Reward Gateway, they're outdated and don't suit the pace of their organisation. They monitor performance through 121s and have a Performance Recovery Programme that they use to highlight issues that have dropped below what's needed.

Managers have support from their learning platform RG University as well as support from their own line managers (whether that be Heads of Department of members of the Leadership Team). They also run an ‘Insights for Managers' course where managers can share experiences and develop their abilities to adapt and communicate better with their teams. They have an overall culture of ongoing and flexible manager feedback through regular 121s. They don't believe in annual performance reviews because for Reward Gateway, they're outdated and don't suit the pace of their organisation. They monitor performance through 121s and have a Performance Recovery Programme that they use to highlight issues that have dropped below what's needed.

The Senior Management Team have recently been restructured so that they have each business function represented at board level. The members are spread across the globe and ensure that they are available and approachable on their internal comms (email, Google Hangouts). There are two members of the Leadership Team whose focus is on HR (overall Hr and Benefits/Reward) demonstrating their dedication to their People as a function. The values were created by their people but bought into at Leadership Team level from the start. Glenn, the company CEO, is present at Reward's quarterly global updates and also travels in person to all offices. He is approachable and puts a specific focus on key values. He is open and takes part in a filmed segment of the business updates where he is asked questions submitted by staff and (without prior preparation) answers honestly and commits time to resolving any issues raised.