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*
I believe I can make a valuable contribution to the success of this organisation
Xceed offer a Line Managers Toolkit in the form of on-going coaching from an external Hogan Assessor and an informal Mentorship programme that is run internally. The Line Managers' Toolkit provides templates, guide-notes, best practices and policies for each step of a Line Manager's role. The Mentoring scheme matches mentors and mentees based on interests, personality and priorities. Line Manager performance is measured inline with the overall company objectives and performance framework. This requires a minimum of Quarterly reviews, with Objectives and PDPs being updated, Performance and Potential ratings being submitted and 360 feedback being solicited, reviewed, analysed and stored. Additionally, the People Function and Leadership Team review results and trends from Xceed's six weekly ‘Pulse Poll', which can highlight areas for focus. Finally, on a quarterly basis, the Board and Leadership team reviews data on attrition, churn and promotion and progress by team and Managers, all with the goal of highlighting and remediating any issues that relate to one team or Line Manager.
People in my team go out of their way to help me
Perhaps the strongest indication from the Xceed Leadership Team is that 50% of their bonuses are related to ‘Demonstrating Values'. For many years the company have had Spirit Awards which are now Value Awards. These are ‘surprise' and personalised ‘awards' or prizes for ‘catching someone doing something great' that are always tied to the company values. Xceed's Founders, CEO and Board are actively involved in the business. The CEO hosts a ‘welcome' meeting or call with all new joiners within their first week. The Leadership Team also has a schedule of internal communications so that each area of the business is heard from regularly, as well as a weekly ‘Friday Five' that provides an overview of events and headlines for each week. Xceed also have both Town Halls and Open Forums. The CEO chairs the Future Leaders Programme and has an active role in leading people initiatives and working groups. This is in addition to a strong ‘open door policy', whereby anyone and everyone is encouraged to come straight to the CEO with any concerns or issues.
This job is good for my own personal growth
Perhaps the strongest indication from the Xceed Leadership Team is that 50% of their bonuses are related to ‘Demonstrating Values'. For many years the company have had Spirit Awards which are now Value Awards. These are ‘surprise' and personalised ‘awards' or prizes for ‘catching someone doing something great' that are always tied to the company values. Xceed's Founders, CEO and Board are actively involved in the business. The CEO hosts a ‘welcome' meeting or call with all new joiners within their first week. The Leadership Team also has a schedule of internal communications so that each area of the business is heard from regularly, as well as a weekly ‘Friday Five' that provides an overview of events and headlines for each week. Xceed also have both Town Halls and Open Forums. The CEO chairs the Future Leaders Programme and has an active role in leading people initiatives and working groups. This is in addition to a strong ‘open door policy', whereby anyone and everyone is encouraged to come straight to the CEO with any concerns or issues.
I believe I can make a valuable contribution to the success of this organisation
Xceed offer a Line Managers Toolkit in the form of on-going coaching from an external Hogan Assessor and an informal Mentorship programme that is run internally. The Line Managers' Toolkit provides templates, guide-notes, best practices and policies for each step of a Line Manager's role. The Mentoring scheme matches mentors and mentees based on interests, personality and priorities. Line Manager performance is measured inline with the overall company objectives and performance framework. This requires a minimum of Quarterly reviews, with Objectives and PDPs being updated, Performance and Potential ratings being submitted and 360 feedback being solicited, reviewed, analysed and stored. Additionally, the People Function and Leadership Team review results and trends from Xceed's six weekly ‘Pulse Poll', which can highlight areas for focus. Finally, on a quarterly basis, the Board and Leadership team reviews data on attrition, churn and promotion and progress by team and Managers, all with the goal of highlighting and remediating any issues that relate to one team or Line Manager.
People in my team go out of their way to help me
Perhaps the strongest indication from the Xceed Leadership Team is that 50% of their bonuses are related to ‘Demonstrating Values'. For many years the company have had Spirit Awards which are now Value Awards. These are ‘surprise' and personalised ‘awards' or prizes for ‘catching someone doing something great' that are always tied to the company values. Xceed's Founders, CEO and Board are actively involved in the business. The CEO hosts a ‘welcome' meeting or call with all new joiners within their first week. The Leadership Team also has a schedule of internal communications so that each area of the business is heard from regularly, as well as a weekly ‘Friday Five' that provides an overview of events and headlines for each week. Xceed also have both Town Halls and Open Forums. The CEO chairs the Future Leaders Programme and has an active role in leading people initiatives and working groups. This is in addition to a strong ‘open door policy', whereby anyone and everyone is encouraged to come straight to the CEO with any concerns or issues.
I believe I can make a valuable contribution to the success of this organisation
Xceed offer a Line Managers Toolkit in the form of on-going coaching from an external Hogan Assessor and an informal Mentorship programme that is run internally. The Line Managers' Toolkit provides templates, guide-notes, best practices and policies for each step of a Line Manager's role. The Mentoring scheme matches mentors and mentees based on interests, personality and priorities. Line Manager performance is measured inline with the overall company objectives and performance framework. This requires a minimum of Quarterly reviews, with Objectives and PDPs being updated, Performance and Potential ratings being submitted and 360 feedback being solicited, reviewed, analysed and stored. Additionally, the People Function and Leadership Team review results and trends from Xceed's six weekly ‘Pulse Poll', which can highlight areas for focus. Finally, on a quarterly basis, the Board and Leadership team reviews data on attrition, churn and promotion and progress by team and Managers, all with the goal of highlighting and remediating any issues that relate to one team or Line Manager.
Companies offering a minimum of 26 days annual leave to all employees.
Companies offering private health insurance to all employees.
Companies offering profit related pay to all employees.
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Ones to Watch
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Xceed Group
.