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Best Company to work for in the UK
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Featured Workplace Factors

My Company

88% of staff agreed

I believe I can make a valuable contribution to the success of this organisation

The HR Manager at St Ermin's created 2 development programmes specifically for the business: For Management: Fish S.U.P.P.E.R (Supports, Unites, Plans, Participates, Energises, achieves Results). For Supervisory Fish S.T.I.C.'s (Strives To Inspire Change). They involve the following: Leadership vs Management, Stages of group development, Behaviour and Motivation Learning styles, Communication Conflict Management, Time Management Problem solving and decision making. Whilst both programmes have the same elements, the Management Programme deals with more complex theories and processes. Both programmes are highly interactive, with a significant range of exercises observing natural and learned behaviours. There are 6 modules, 4 weeks apart with practical work based projects to complete between modules. The course also has a very practical base, where hotel issues are openly discussed with no fear of retribution then analysed and often fixed there and then or a plan put in place by the delegates. The modules are tough and also a lot of fun. At the end of the course, the attendees are then set a project as a group that is work related and needed to improve or launch something within the hotel or help with employee communication. The 2013 project was to make a video that embodies St Ermin's culture, especially fun, love and energy. The pilot courses were run in 2011 and proved such a success that there are courses each year, and to date, 58 employees have attended a course. In 2014, 10 delegates attended the course. The 2015 course is already planned for April.

My Team

87% of staff agreed

My team is fun to work with

St Ermin's Operating (UK)'s employee rewards programme encompass the 4 areas within the culture and is designed to reward employees for behaviours that meet the Vision and Mission. Traditionally in hotels, reward programmes are centred on earning credits/points that can be exchanged for items within various company catalogues. The company believe that the most important thing to their team members is the ability to earn extra money outside their normal salary. St Ermin's created a programme called ‘Fish hook', which is split into the 3 of the 4 core value areas, Choose Your Attitude, Make Peoples Day and Be There plus Guest Recognition. The reward is a points based system, 1 point = £1 and the company pays the employee and employer tax on that £1 so that the employee receives the whole £1. Points are issued to employees by way of a personal cheque given by a Manager. All managers are issued with guidelines on what to look for within the business and are able to issue cheques to any employee they see or hear fulfilling the required criteria. Points are totalled at the end of every business quarter and the employee receives the cash value of their points in their salary. The average quarterly cost to the business has increased from £4,000.00 (plus the employee tax) in 2013 to £4,7000.00 in 2014. All new employees receive a travel card wallet with the Vision printed on the back and Fish hook details within.

Giving Something Back

86% of staff agreed

My organisation genuinely cares about the environment

St Ermin's Operating (UK)'s employee rewards programme encompass the 4 areas within the culture and is designed to reward employees for behaviours that meet the Vision and Mission. Traditionally in hotels, reward programmes are centred on earning credits/points that can be exchanged for items within various company catalogues. The company believe that the most important thing to their team members is the ability to earn extra money outside their normal salary. St Ermin's created a programme called ‘Fish hook', which is split into the 3 of the 4 core value areas, Choose Your Attitude, Make Peoples Day and Be There plus Guest Recognition. The reward is a points based system, 1 point = £1 and the company pays the employee and employer tax on that £1 so that the employee receives the whole £1. Points are issued to employees by way of a personal cheque given by a Manager. All managers are issued with guidelines on what to look for within the business and are able to issue cheques to any employee they see or hear fulfilling the required criteria. Points are totalled at the end of every business quarter and the employee receives the cash value of their points in their salary. The average quarterly cost to the business has increased from £4,000.00 (plus the employee tax) in 2013 to £4,7000.00 in 2014. All new employees receive a travel card wallet with the Vision printed on the back and Fish hook details within.

Benefits

Holidays

Companies offering a minimum of 26 days annual leave to all employees.

Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.

Private Healthcare

Companies offering private health insurance to all employees.

Women in Senior Management

At least 40% of senior managers are women.

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