Lands' End's managers are keen to understand how they behave in the workplace by completing a Personal Profile Analysis. They also receive direct feedback from their superiors, colleagues and subordinates by completing the 360 degree feedback process. Lands' End managers work with their teams to plan and prioritise workloads. The Managers are able to recognise and reward in various ways including Individual Performance Awards (£), above effective annual appraisal ratings, employee evaluations in our Operational areas (EEvA), trophies, vouchers (£) and team awards.
It is difficult to pull out just one or two examples of how Lands' End seek to enhance the wellbeing of their employees as they offer a raft of opportunities which they believe encompasses the full diversity of their employees. Lands' End recognise that personal development, job satisfaction and a realistic work/life balance all have a positive impact on the wellbeing of their employees.
A large proportion of Land's End's scrap product goes to a company called Wastesavers - this then goes onto charity. In addition they send obsolete product to Newlife, a large distribution warehouse, the profits from which go to nurses services, equipment grant services, medical research, campaigns and awareness for disabled children. Lastly, the staff shop charity stock goes to Lifeline Romania, Cancer Research, Age UK, Teen Challenge UK, Macmillan, Crisis and other smaller charities in the local area.
Learn more about the 8 factors of workplace engagement here
At least 33% of senior managers are women
On-site gym or subsidised gym memberships
On-site nursery or vouchers
40% of employees with more than 5 years' service
Full family cover
Male : Female: