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*
Building sites can seem a little hostile, but Shaylor Construction bucks that image. The family-owned company is renowned for its friendliness and first-name ethos, which staff appreciate, whether on site or off. About half of its 81 employees work from purpose-built headquarters in Aldridge in the West Midlands.
Founded in 1969 by chairman Frederick Shaylor, the firm has recently expanded and enjoys high levels of repeat business, particularly within the public sector — West Midlands police and fire services to name a couple. Since 1999, it has experienced an annual growth of 30% a year. Projects range from new buildings to renovation and restoration, and 86% of employees are excited about the future of the company, the 11th-highest score among the 100 best SMEs.
Just seven female employees work at Shaylor, which is fairly typical within the construction industry. But the workforce is very stable: turnover was less than 4% last year, significantly below average for construction. More than five out of six staff wouldn't leave tomorrow if they had another job lined up, one of the highest scores in our survey, and 85% feel their job is secure (the seventh-best score).
The mostly male environment is reflected within social activities, with clay pigeon shooting, go-karting and race nights helping to bond employees. They also attend Premiership football matches at Aston Villa and Birmingham City. More than 84% feel they can be themselves within their team.
A total of 82% feel they get support from their manager when they need to learn new skills, and employees can suggest their own training. If appropriate, the company will fund it, but Shaylor places great stock with the CSCS (Construction Skills Certification Scheme). All staff are periodically evaluated and their proficiencies documented on a skills matrix. Financially-related merit awards bolster their pay and benefits package, which nearly three-quarters are happy with.
Separate performance-related bonus schemes apply to staff on site and off, all employees get 23 days annual leave and can take a sabbatical. Salaried employees are eligible for free private healthcare, and half have company cars. There is also a non-contributory pension scheme.
My organisation encourages charitable activities
Shaylor volunteers support Sutton Coldfield Cancer Support Group, in putting up their Christmas decorations, in time for their Christmas Fayre on 6th December every year. The company also buy the Christmas tree. They also took part in a Christmas Tree recycling project with St Mary's Hospice Moseley. This entails collecting trees from various' residences in the south of the city and putting them on a truck and taking them to a nominated recycling centre. St Mary's Hospice gets £10 for every tree collected.
I believe I can make a valuable contribution to the success of this organisation
Shaylor Group's recognition and reward strategy is based around the consistent management approach of praise and thanks for good work and performance. Recognition is seen as a key motivator, hence the focus on praise and encouraging “what can we do better” rather than stifle the proactive and innovative ideas and contribution of individuals and teams. This approach was confirmed during their Investors in People assessment. Recognition is given both verbally and through personal emails and letters from the CEO and Directors. Wider recognition is given in celebrations posted on the intranet, e.g. thank you letters from clients, passing a successful audit, achieving 100% customer satisfaction, attaining a high score in the Considerate Constructors scheme, entry to the national site manager of the year award etc. Examples of press releases, client letters and cards of thanks are often shared to highlight individuals' successes.
I feel that my manager talks openly and honestly with me
Shaylor Group's recognition and reward strategy is based around the consistent management approach of praise and thanks for good work and performance. Recognition is seen as a key motivator, hence the focus on praise and encouraging “what can we do better” rather than stifle the proactive and innovative ideas and contribution of individuals and teams. This approach was confirmed during their Investors in People assessment. Recognition is given both verbally and through personal emails and letters from the CEO and Directors. Wider recognition is given in celebrations posted on the intranet, e.g. thank you letters from clients, passing a successful audit, achieving 100% customer satisfaction, attaining a high score in the Considerate Constructors scheme, entry to the national site manager of the year award etc. Examples of press releases, client letters and cards of thanks are often shared to highlight individuals' successes.
My organisation encourages charitable activities
Shaylor volunteers support Sutton Coldfield Cancer Support Group, in putting up their Christmas decorations, in time for their Christmas Fayre on 6th December every year. The company also buy the Christmas tree. They also took part in a Christmas Tree recycling project with St Mary's Hospice Moseley. This entails collecting trees from various' residences in the south of the city and putting them on a truck and taking them to a nominated recycling centre. St Mary's Hospice gets £10 for every tree collected.
I believe I can make a valuable contribution to the success of this organisation
Shaylor Group's recognition and reward strategy is based around the consistent management approach of praise and thanks for good work and performance. Recognition is seen as a key motivator, hence the focus on praise and encouraging “what can we do better” rather than stifle the proactive and innovative ideas and contribution of individuals and teams. This approach was confirmed during their Investors in People assessment. Recognition is given both verbally and through personal emails and letters from the CEO and Directors. Wider recognition is given in celebrations posted on the intranet, e.g. thank you letters from clients, passing a successful audit, achieving 100% customer satisfaction, attaining a high score in the Considerate Constructors scheme, entry to the national site manager of the year award etc. Examples of press releases, client letters and cards of thanks are often shared to highlight individuals' successes.
My organisation encourages charitable activities
Shaylor volunteers support Sutton Coldfield Cancer Support Group, in putting up their Christmas decorations, in time for their Christmas Fayre on 6th December every year. The company also buy the Christmas tree. They also took part in a Christmas Tree recycling project with St Mary's Hospice Moseley. This entails collecting trees from various' residences in the south of the city and putting them on a truck and taking them to a nominated recycling centre. St Mary's Hospice gets £10 for every tree collected.
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
Shaylor Group Plc
.
