About Cadline Ltd

The Senior Management Team are extremely visible to all staff and also have a friendly approach. They have an open door policy and lead by example. As part of the company’s induction a corporate presentation is delivered to all new staff members, which is always conducted by a member of the Senior Management Team. During these the values of the business are described in more detail. Regular meetings are also conducted with all staff to keep them well informed about the business. Due to the various office locations and offsite training each month a webinar is presented by the Senior Management Team called Teamtalk, which informs the business about progress, profits, HR, sales, events and anything else they should be aware of. The webinar is recorded so if any staff were unable to dial in they are able to view it later. Cadline want everyone to feel engaged, regardless of their remote location, and therefore ensure regular visits occur to all offices by Senior Managers and HR alike.

An annual wellbeing survey to all Cadline staff seeks to identify any areas of workplace stress amongst other issues. Feedback is collated and individuals selected randomly for focus groups to discuss the survey results. Recommendations are then collated for the Leadership Team to consider and any necessary action will then be taken. Long term sickness can be a worry to staff, particularly those with dependents. Cadline consider their staff to be an extended family. Every member of staff who has suffered long term sickness has been paid in full for the duration of the sickness to ensure a full and stress free recovery. This also includes a phased return to work. The company have had staff suffer a range of illnesses from heart attacks and cancer to personal injury. The longest episode of paid sick leave has been six months. The company identify quickly if any staff are feeling any work related pressures and do everything they can to alleviate this and support them. All Managers and HR are extremely approachable. Staff wellbeing is crucial for the business, so they listen and talk about ways of reducing any stress. Face to face communication is also very important, as some staff are remotely located and can feel isolated. To combat this Cadline ensure that regular visits and contact take place.

Cadline’s vision, mission and values were agreed upon seven years ago. It was decided not to agree upon these solely at a leadership level, so instead the company organised an offsite company event where they had a primary business objective of letting the team develop their ideas. The morning was spent developing the vision and mission statements and in the afternoon the team decided which core values best represented what the company embodies. As well as this the team went further and developed a set of behaviours, ensuring it was clear to every member of staff how to demonstrate these values in day to day interactions with one another and with customers alike. In order to maintain the team’s enthusiasm and commitment Cadline decided to embed the values in the performance management system. Every year within each employee’s objectives there is a ‘Values’ objective, which requests that at each appraisal point the individual submits evidence of how they have ‘lived’ the Cadline values of Integrity, Teamwork, Expertise or Passion. Through this process they reinforce the business statements and values to all. Furthermore new employees have a leadership induction scheduled where they spend a morning with one of the Leadership Team. During this induction the bourness statements and values are presented and discussed. This is then reinforced throughout the wider company induction with the HR Manager and Line Manager.