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*
Rocela, which helps other companies to get the best out of their Oracle business software, believes team spirit is important and the Edinburgh-based firm, which employs 53 people, achieves a positive score of 83% for questions on My Team.
My organisation encourages charitable activities
Rocela views communication as a two way initiative and has implemented a number of methods to listen to their employees, seek ideas and feedback. A quarterly company conference which covers performance and staff news. The Q&A session is an opportunity for anyone to ask questions or offer feedback. A companywide email group used by any member of staff who wishes to communicate news or ask a question. The most recent Employee Questionnaire was issued in September 2011 and this covered a variety of topics including; Communication, Line Management, Values, Benefits, Performance feedback and Development. Below are a few “stats” from the survey: 96% of Rocela employees took part in the survey , 87% of the respondents felt that Rocela communicate well on a company level , 95% of the respondents felt that communication was good on a team level , 96% answered positively to the question regarding customer service/ client care and89% answered positively in relation the Rocela Performance Management process Rocela has a formal Performance Review Process. This is particularly pertinent for those people working from home or based in an alternative location to their Line Manager. 1to1 meetings take place across the business approximately once a month. They are a great opportunity to ensure that people's views are heard. The key topics that are discussed at these meetings are achievements ,frustrations,role alignment and career alignment. Their Executive Team operate a “real” open-door policy and encourage people to speak to them on any topic – either face-to-face or on the phone.
I believe I can make a valuable contribution to the success of this organisation
Rocela views communication as a two way initiative and has implemented a number of methods to listen to their employees, seek ideas and feedback. A quarterly company conference which covers performance and staff news. The Q&A session is an opportunity for anyone to ask questions or offer feedback. A companywide email group used by any member of staff who wishes to communicate news or ask a question. The most recent Employee Questionnaire was issued in September 2011 and this covered a variety of topics including; Communication, Line Management, Values, Benefits, Performance feedback and Development. Below are a few “stats” from the survey: 96% of Rocela employees took part in the survey , 87% of the respondents felt that Rocela communicate well on a company level , 95% of the respondents felt that communication was good on a team level , 96% answered positively to the question regarding customer service/ client care and89% answered positively in relation the Rocela Performance Management process Rocela has a formal Performance Review Process. This is particularly pertinent for those people working from home or based in an alternative location to their Line Manager. 1to1 meetings take place across the business approximately once a month. They are a great opportunity to ensure that people's views are heard. The key topics that are discussed at these meetings are achievements ,frustrations,role alignment and career alignment. Their Executive Team operate a “real” open-door policy and encourage people to speak to them on any topic – either face-to-face or on the phone.
The experience I gain from this job is valuable for my future
Fun is part of the company's ethic, ethos and core values. They do not have a stiff lipped corporate culture so fun is endemic and requires little in the way of nurture. This aspect of their culture is highly valued and they have appointed two CEO's (Chief Entertainment Officers) in their principle geographic office locations. The role of these CEO's is to harness the culture of fun and fund raising, so that they can coordinate efforts across the whole company to be as inclusive as possible. This helps promote and develop the fun culture without smothering it with top down control. Below are some of the 'fun' events that they have taken part in over the year. Easter/Halloween Cake Sales - Employees contributed cakes, scones and pancakes for everyone to enjoy. Secret Easter Bunny Jubilee Lunch - Cream tea and cakes! Their usual Rocela bakers contributed delicious sandwiches, scones and cakes and everyone else who came along donated money towards Rocela's nominated charities. New Hope Quiz Olympic Lunch - To acknowledge the Olympics, they organised a 'Bring a Dish' lunch where everyone had to choose a particular Olympic country and make a dish from there. Cheese n' Wine - Everyone who took part brought a bottle of wine (or soft drink for the drivers) and their favourite cheese(s), and enjoyed relaxed conversation with colleagues.
My organisation encourages charitable activities
Rocela views communication as a two way initiative and has implemented a number of methods to listen to their employees, seek ideas and feedback. A quarterly company conference which covers performance and staff news. The Q&A session is an opportunity for anyone to ask questions or offer feedback. A companywide email group used by any member of staff who wishes to communicate news or ask a question. The most recent Employee Questionnaire was issued in September 2011 and this covered a variety of topics including; Communication, Line Management, Values, Benefits, Performance feedback and Development. Below are a few “stats” from the survey: 96% of Rocela employees took part in the survey , 87% of the respondents felt that Rocela communicate well on a company level , 95% of the respondents felt that communication was good on a team level , 96% answered positively to the question regarding customer service/ client care and89% answered positively in relation the Rocela Performance Management process Rocela has a formal Performance Review Process. This is particularly pertinent for those people working from home or based in an alternative location to their Line Manager. 1to1 meetings take place across the business approximately once a month. They are a great opportunity to ensure that people's views are heard. The key topics that are discussed at these meetings are achievements ,frustrations,role alignment and career alignment. Their Executive Team operate a “real” open-door policy and encourage people to speak to them on any topic – either face-to-face or on the phone.
I believe I can make a valuable contribution to the success of this organisation
Rocela views communication as a two way initiative and has implemented a number of methods to listen to their employees, seek ideas and feedback. A quarterly company conference which covers performance and staff news. The Q&A session is an opportunity for anyone to ask questions or offer feedback. A companywide email group used by any member of staff who wishes to communicate news or ask a question. The most recent Employee Questionnaire was issued in September 2011 and this covered a variety of topics including; Communication, Line Management, Values, Benefits, Performance feedback and Development. Below are a few “stats” from the survey: 96% of Rocela employees took part in the survey , 87% of the respondents felt that Rocela communicate well on a company level , 95% of the respondents felt that communication was good on a team level , 96% answered positively to the question regarding customer service/ client care and89% answered positively in relation the Rocela Performance Management process Rocela has a formal Performance Review Process. This is particularly pertinent for those people working from home or based in an alternative location to their Line Manager. 1to1 meetings take place across the business approximately once a month. They are a great opportunity to ensure that people's views are heard. The key topics that are discussed at these meetings are achievements ,frustrations,role alignment and career alignment. Their Executive Team operate a “real” open-door policy and encourage people to speak to them on any topic – either face-to-face or on the phone.
My organisation encourages charitable activities
Rocela views communication as a two way initiative and has implemented a number of methods to listen to their employees, seek ideas and feedback. A quarterly company conference which covers performance and staff news. The Q&A session is an opportunity for anyone to ask questions or offer feedback. A companywide email group used by any member of staff who wishes to communicate news or ask a question. The most recent Employee Questionnaire was issued in September 2011 and this covered a variety of topics including; Communication, Line Management, Values, Benefits, Performance feedback and Development. Below are a few “stats” from the survey: 96% of Rocela employees took part in the survey , 87% of the respondents felt that Rocela communicate well on a company level , 95% of the respondents felt that communication was good on a team level , 96% answered positively to the question regarding customer service/ client care and89% answered positively in relation the Rocela Performance Management process Rocela has a formal Performance Review Process. This is particularly pertinent for those people working from home or based in an alternative location to their Line Manager. 1to1 meetings take place across the business approximately once a month. They are a great opportunity to ensure that people's views are heard. The key topics that are discussed at these meetings are achievements ,frustrations,role alignment and career alignment. Their Executive Team operate a “real” open-door policy and encourage people to speak to them on any topic – either face-to-face or on the phone.
Companies offering a minimum of 26 days annual leave to all employees.
If you like what you see here and would like to know more about working for a
2 Star
organisation, simply click the link for further information about careers with
Rocela Ltd
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