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The leader of Berkeley Scott has a distinctive entrepreneurial way of operating which allows everyone in the business to operate as if they are MD of their own business. This is cascaded down through the business as Managers are challenged to write their own annual business plans, a task that they in turn ask of each member of their teams. This makes the Berkeley Scott collective business plan a truly collaborative venture with each and every person playing their part in the business succeeding. Where things are not going to plan, he is consultative and helpful, allowing his management team to continue to take accountability for the process of overturning problems and ultimately helping them to come to their own conclusions. His engagement at every level of the business is unrivalled – every new recruit is met personally by hi, and every member of the team no matter how junior will have two one to ones per year. He organises many incentives through the year – this might be as simple as putting his card behind the bar to reward a certain team through to the annual incentive trip abroad which is an all expenses paid trip to a 5 star destination for the company’s top performers. He is consistently looking for new ways to reward and motivate people in the business and has the respect of all those who work within it.
As a company Berkeley Scott strives to ensure that all of its employees are set challenging targets to get the best out of them, that are both realistic and achievable. The Managers of the business are given the autonomy and freedom to set their own financial targets, budgets and Key Performance indicators, which are benchmarked internally across the parent company and then externally across the sector. All managers are encouraged to operate an open door policy to facilitate open and approachable relationships with their teams. The Managing Director has individual 1:1s with each employee at least twice a year, to ensure that they have a clear understanding of how they feel within their role, which is then cascaded to the managers.
Reward for performance is a key facet of the remuneration strategy and therefore there is an opportunity for each employee to achieve a significant amount of their annual compensation through commission on sales. This is, however, a fairly rigid scheme and does not really achieve the relevant in company recognition desired. In order to address this the business has for some years run an annual incentive. This is launched each year at the annual conference and takes the form of the top ten employees/managers going on an all expenses paid overseas trip for four nights. The purpose of this trip is to engender healthy internal competition, create a high achiever business forum - one day of the trip is devoted to a business improvement workshop and recognise performance within the business. Every employee, whether in sales, administration or management is included in this incentive and there are regular monthly updates as to how each employee is doing against their objectives. For the first time in 2012 Berkeley Scott also introduced a silver and bronze level to reward individuals who over performed but did not make the overseas trip. This involved cash prizes and extra holiday days and was extremely well received
Learn more about the 8 factors of workplace engagement here
Companies where employees are offered share options
Companies offering a minimum of 25 days annual leave
On-site nursery or vouchers
Companies offering a final salary or non-contributory pension scheme
Full family cover
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