About Ixion

Ixion’s Middle Management training is provided by Head of Service Managers, supporting the Middle Managers to become the future Senior Managers in the organisation. The organisation is focussed on how each Manager plays a key part in Ixion achieving its corporate goals. Opportunities are presented at Subcommittee board meetings to allow them to understand the strategy of the organisation. Secondment opportunities are also provided where possible to upskill employees and provide additional skills, enhancing their performance and employability and growing key skills in house. Ixion have annual and midyear appraisals to measure Manager performance. They have also implemented 360 degree appraisals for all Manager grades, providing constructive feedback and formal development plans aimed at soft skills and management styles.

The Ixion Staff Annual Awards is a thank you to staff and a reward for excellent performance. The event is very motivational, with a range of awards and prizes given to all staff. CEO road shows are another excellent opportunity for staff to really feel they are heard and all actions are brought back for actioning and followed through to completion by the CEO specifically. Volunteering days allow staff to feel they give something back to their communities and creates a feeling of wellbeing. Ixion also have a flexible working culture. Staff are reminded and encouraged to take holiday and not accumulate excessive leave. There is an open and caring work culture throughout the organisation and Ixion is very much a values driven company.

Ixion hold an annual Staff Awards ceremony and all bar the CEO award is based on employee nominations from colleagues. Nominated staff are invited to attend and also invite two colleagues along to share the day with them. Staff are presented with engraved trophies and vouchers. The awards recognise employee’s contributions that live and demonstrate the Ixion values. A CEO Honorarium Bonus payment is also allocated for the CEO to reward individual employees who make significant contributions or impacts within their role, team or division. The bonus pot is then distributed as the CEO sees fit.