Acora is a recognised growth brand in the UK IT services space. The company provides outsourced end-user and workplace services, along with cloud and application services to the UK knowledge economy.
Their vision starts with their own people and is centred around human capital development. For their clients, they focus on their high value users of time as much, if not more than, the technology itself. They continue to develop their unique data-driven service experiences, putting the person at the centre of the ‘why’ and the ‘what’.
Their strategy is built around six key pillars, including Talent Development, Customer Experience, Technology Innovation, Operational Excellence, Business Development and Acquisitive Growth.
Under the Talent pillar, and driven from the top since the pandemic, the organisation has significantly accelerated their internal communication and development roadmaps.
The remote working environment has presented them with new and different ways of engaging their employees but the underlying approach of giving their people clarity, consistency and support has not changed. They know that a good pay cheque and bonus is not enough, nor are sporadic attempts to make them happy. Management coaching has been to refocus on the need to check in before they check on. This, coupled with the future career discussions and their newly released career framework, helps highlight the opportunities for progression across the business.
“The Best Companies ‘One to Watch’ status is a welcome acknowledgement of Acora’s progress in 2021 and recognises our core value of ‘Together we Win’. There has been nothing normal about the last 12 months and we have all needed to continually adapt whilst ensuring we stay connected virtually or otherwise as we do so. We all look forward to welcoming each other back to the new workplace experience once the country opens back up.
“The status speaks to the focus of all at Acora. We have taken on the current challenge as one. There remains a strong ambition to continue to work and develop together over the coming years and see where that takes us.” David Rabson, CEO
Acora''s health and wellbeing strategy has four key aims: physical health, mental health, nutritional and financial. They have focussed on the importance of mental health, supporting line managers to spot the signs and symptoms of poor mental health, enabling them to have an open dialogue with their employees about support and guidance they need to be well at work and signposting them to their external partner, LifeWorks. Their business Psychologist ran a series of ‘Lunch and Learns’ for all employees, with sessions recorded and available for employees to watch at any time. January 2021 focussed on kindness and encouraging employees to reach out and support one another. In February, it was a 28-day wellbeing challenge, which encouraged employees to take part in activities across the four areas of wellbeing and share their experiences with colleagues.
During the pandemic colleagues at Acora took part in several initiatives to support the local community, including one who had the idea of buying essentials from wholesalers and delivering them to the elderly, vulnerable and NHS workers at cost price with free delivery. In the first eight days they had supported over 200 people in their local community. They raise dover £600 to help them to help more people, and now a van has been donated to them by a local supporter. The company also donated the equivalent cost of the Christmas party to three local food banks in Solihull, Burgess Hill and Milton Keynes.
Acora quickly introduced ''CEO live'' broadcasts including interactive Q&A section where employees can ask the CEO their questions and raise concerns and get an immediate response - live! The COO and CEO provided regular email updates specifically outlining how the organisation was reacting to the changing circumstances, keeping abreast of government guidelines and ensuring the safety and wellbeing of all employees. During the pandemic, they have been running a Pulse Survey for all employees to let Management know how they are feeling either on a personal or professional basis and opportunity to give feedback on how the company can improve the support it provides.
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