About Lucion Environmental Ltd

Lucion's Managing Director, Patrick Morton delivers a directors message in each newsletter. Every month Patrick will focus on a different sector and discuss the progress within this sector. He also makes reference to the company values and praises employees on their abilities to act in accordance with these. Regional Manager calls and Commercial calls take place weekly, with Patrick attending both. This enables smooth communication between all departments and ensures that employees are aware of what we are working towards as an organisation. These minutes are all saved onto Google drive, which all employees can access and make comments on. In all our offices throughout the UK there is a strategy board which shows how the company aim to progress from 2015 to 2018. For those working on site this company strategy is available on the Google drive. This strategy has been rolled out and been widely communicated, with Patrick discussing the company strategy in the monthly newsletters and highlighting key points which will help us to reach our goal in 2018. This strategy comes directly from board of directors at Lucion and helps employees to understand the plan of action and where the company has the potential to achieve.

At present, the majority of Lucion Environmental Ltd’s workforce is made up as trainees. The company train these employees who have no industry qualifications and knowledge to become fully qualified asbestos surveyors/analysts. For example, in order to service a recent contract awarded by Circle Group, they opened an additional office in Cambridgeshire and recruited six new staff members. Four of these recruits were previously unskilled trainees, who have gone through Lucion’s Learning and Development Programme to become fully qualified asbestos surveyor/analysts. The qualifications they hold are national, industry standard, and are the basis of providing long term, sustainable local careers for their new employees and therefore supporting their commitment to social sustainability. Everyone at Lucion, from trainee office admin to senior site surveyor, has a Personal Development Programme which must be updated on a regular basis. This is monitored by Lucion Environmental Ltd’s dedicated Learning and Development team. They also encourage employees to take responsibility for their own continuous personal development. There are ways in which they are able to plan their personal development, which takes place via many types of learning experiences. These can be formal, by attending an organised training event or workshop, studying for a formal qualification or being taught to acquire a new skill by a manager or a colleague. Furthermore, employees are encouraged to agree future goals with their Manager in order to keep themselves updated and progress into higher roles within the company.

As all of Lucion's work is done through online Google documents, all changes made are live. In every Google document, there is a 'suggestions' and 'comments' tool which can be used. The individual who created that document will receive these comments or suggestions by email and then make changes accordingly. All employees have access to non-confidential information and are therefore about to make changes to any of the available documents, with the consent of the creator. Lucion value all feedback they receive from clients, both positive and negative. In their monthly newsletter, the company provide employees with the opportunity to report the feedback they have received. Once they have provided the feedback, they are automatically entered into a monthly prize draw to win £100 worth of high street vouchers. As long as they provide different feedback from clients, employees may enter the draw as many times as they wish. If the feedback is negative, on the form employees have the opportunity to make suggestions on how to improve in order to receive positive feedback next time. Lucion hold technical meetings monthly at their annual offices. All site staff are required to attend these meetings and are able to feedback on any issues they have. These are then directed to the relevant department and acted on accordingly. The company also hold annual one to ones for every employee in the company. This is their opportunity to feedback anything positive within the department, or any issues they feel need addressing.