About British Gas

80% of staff agreed:

I feel that my manager talks openly and honestly with me

Annual Incentive Scheme (AIS) is a key part of reward for eligible managers. It’s designed to incentivise and reward individual performance and ensure individual’s performance is aligned with British Gas' broader corporate targets. Their AIS portal ensures employees know about the targets in their area and are kept informed about the company's performance against them. The company provide quarterly updates throughout the year so their people can keep track on how British Gas are performing.

82% of staff agreed:

My organisation encourages charitable activities

Every year British Gas employees get involved in a wide range of charity and volunteering projects, everything from samosa sales to climbing Mount Kilimanjaro. This year was no different, as they geared up for the British Gas Bikes Britain challenge. The aim was to raise over £250,000 in aid of Great Ormond Street Hospital. The money will pay for the second phase of a new state-of-the-art Centre for Neurosciences that will treat patients with brain tumours, epilepsy, head injuries and strokes. A brave team of 50 core cyclists set off from Uddingston, Scotland on a heroic 760-mile journey across Britain. The nine-day journey took in a number of their sites in Edinburgh, Newcastle, Leeds, Manchester, Leicester, Oldbury, Cardiff, Oxford and finally onto Windsor. The core team were joined by ‘day trippers’ on each leg of the challenge, which meant they were able to involve 300 riders in the event. The challenge ended with a family fun day at Dorney Court in Windsor, with over 2,500 colleagues and their friends and family attending. So far British Gas have raised £420,000 for a truly great cause close to everyone's hearts.

85% of staff agreed:

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

British Gas' people enjoy regular opportunities to air their views on subjects important to them. Working as a team to address the issues raised is essential to maintain good workplace relations. To create a culture of ongoing feedback, the company not only coach their managers but also have more formal feedback processes in place. Their annual engagement survey gathers feedback from right across the organisation. The survey has developed over the years and now really focuses on those factors they know drive their people’s engagement.