Quick facts

About Epiphany


What is it like to work for Epiphany

My Manager
My Manager
Epiphany’s Leadership Programme has been carefully designed with a highly practical focus to ensure that leaders acquire the knowledge, skills and confidence to effectively tackle real-life situations. The programme is supported by one-to-one coaching sessions with the trainer to help further embed and practically apply the learning. Additional support is provided in the form of a leadership library of books, 1:1s with line managers and self-development worksheets which link to the Epiphany leadership behaviours and the training programme. Some of the leadership groups also engage in follow up meetings to share ideas and practice their learning. Another key way that the company support and develop Epiphany’s managers is through regular 360-degree feedback. Comprehensive, bespoke reports enable leaders to compare perceptions of their leadership performance with those of others. The 1:1 coaching both during and after the course is the best form of support for leaders once they have taken part in the programme. Management performance is measured via a number of different methods. Annual 360-degree feedback process measures managers' performance against their defined Epiphany Leadership Behaviours. The bi-annual performance appraisal system also directly supports the monitoring of management performance. Their performance on the appraisal directly links to the bi-annual performance bonus they receive. Management performance is also measured indirectly through the results of their exit/leaver questionnaires and turnover rates.
Personal Growth
Personal Growth
Over the past year Epiphany have doubled their training expenditure to offer employees a variety of development interventions. These include 360 feedback and workshops on time management, presentation skills and leadership. Some more innovative examples include yoga, sophology (mindfulness/meditation) and stress-busting workshops. Staff have access to an array of online resources including Google Partners Courses, Bing Accreditation, Lynda.com, Umbraco TV, Microsoft Gold Partnership and Microsoft Training. Approximately 100 people have attended one or more workshops in the past year. Many employees have also benefited from attendance at conferences and internal knowledge-sharing, including their monthly 'Brainfood' session and Expert Network groups. Epiphany have continued to invest heavily in leadership development. Over the past 12 months 32 people have undergone an intensive ten-module programme supported by 360-degree feedback, development resources, and bi-annual catch-ups to assist with personal development action planning. Psychometric assessments have been introduced to support employee development. All employees completed a Motivational Styles Questionnaire and they identified motivating and demotivating factors at individual, team and organisational level. Outcomes are being used by individuals to help with personal development and career planning. Psychometric assessments have also been used for development of the sales team. Employees completed personality and motivation questionnaires and their results were mapped onto the various stages of the sales cycle to highlight areas of potential strength and development. Employees were provided with 1:1 feedback and tips to aid their development. The overall results formed the basis for a team sales development session.
My Company
My Company
Epiphany use a range of communication tools to make sure that colleagues understand where the company is going, how they are going to get there, and what part they can play in the journey. The Epiphany Manifesto exists as a document that explains company ambitions and the behaviours that will make them a reality every 12 months. Epiphany’s approach to personal objective setting means that the principles, steps and behaviours are brought to life for every member of the team. It means that everyone understands how their work contributes to the overall agency vision. It also provides a way of cascading initiatives, measuring progress and rewarding staff for their contribution with a bonus for good performance against objectives every six months. Every person at the agency has a personal plan with objectives set collaboratively with their manager, cascaded from a master list of objectives created by the Senior Leadership Team and wider management team. They also use their Whole Team Meeting as a means of sharing progress and plans transparently, and working collaboratively to create a shared sense of direction and energy.

Learn more about the 8 factors of workplace engagement here

Benefits:

  • Charity Activities
    Charity Activities

    At least 20% of staff are known to undertake charitable activities during business hours without incurring financial loss

  • Women
    Women

    At least 40% of senior managers are women

  • Holidays
    Holidays

    Companies offering a minimum of 25 days annual leave to all employees

  • Gym
    Gym

    companies offering either free gym/ sports facilities or offering subsidised gym membership for all employees

  • Health Insurance
    Health Insurance

    Companies offering private health insurance for all employees

  • Profit Related Payment
    Profit Related Payment

    Companies offering profit related pay to all employees

  • Development
    Development

    Companies who provide support for non-work related training

  • Family Friendly
    Family Friendly

    School hours contracts offered to staff

Company Statistics

  • Staff:

    181

  • Staff Turnover:

    26%

  • UK sites:

    3

  • Average Age:

    30

  • Earning £35,000+:

    35%

  • Male : Female:

    56% / 44%

Accreditation

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