About BMS Group

Managers undertake a formal bi yearly review and have regular performance conversations to ensure that the objectives remain specific, realistic and achievable based on the individual team members' roles. These formal reviews are documented and completion is reported to the BMS Group Board. BMS performance management process includes the setting of SMART objectives to ensure that what is expected from their employees is realistic and achievable. The completion of these objectives is linked to the bonus reward to recognise those that have performed well.

BMS introduced a number of new Well Being initiatives in 2012 and these included the subsidised funding of a well being activity and an annual health assessment. The comprehensive health assessments were held on site and each employee received a personalised health report giving the overall status of their well being and advice and recommendations on appropriate individual health targets and ways to maintain or improve their health. Both options were well received and take up was higher than anticipated. The activity funding was attractive because it allows individuals to do an activity of their personal choice rather than being limited to gym-based options and the health assessment was attractive because it was convenient to schedule in a welcoming environment and only took an hour out of the employee's day.

The Executive Group hold periodic all employee meetings to provide an update on budgets and future stretegy. These are referred to as Board Connect sessions. Prior to each session all employees are invited to nominate a team or an individual who has visibly demonstrated the Group values or gone that extra mile. The Employee Forum members then decide who will win an award. These are particularly effective because it allows employees to participate in recognising their peers and it encourages the whole population to strive to be recognised in the future.