About Mando Group Ltd

During the last 12 months Mando Group has grown significantly and in line with that they have introduced several new processes and practices to help increase employee engagement. One of the most effective areas is the appointment of the Head of Learning and Development role. Employing this role has allowed them to focus more directly on how they help encourage, engage and develop their staff and some of the results of this include: Mando Play, an innovation day which allowed all staff to get involved in projects and activities outside the remit of their normal day job and the Accidental Managers programme, aimed toward developing the leadership competency and style of the key management layer of the company through a series of away days, internal meetings, and self-driven reading and research.

In 2009 they created their charitable foundation, the Mando Group Foundation and in doing so made a commitment to donate 10% of their net profit to charitable causes. They work in partnership with the Community Foundation for Merseyside, who help manage their funds; their vision is to see local community and international causes transformed through their work. The three main areas in which they invest to achieve this vision are: To enhance the education and employability of young people in Merseyside through sharing what they know best - our digital and leadership skills. To work with international charities in developing countries which is voted for annually by staff and each year the majority of their internal fundraising is done in support of this charity. At the end of the year, the final figure is then matched by the Foundation, doubling their employee’s efforts and helping to make a real difference in the causes that motivate their staff.

There is a very strong openness to new ideas, approaches and ways of improving the business, with very little bureaucracy or barriers to staff bringing ideas to the Senior Leadership Team and having the opportunity to try them. They conduct an internal staff survey annually, in order to get an idea of employee opinion and seek feedback in improving how they work. As a result of previous year’s surveys, they have implemented many organisational changes. Most recently, in 2011 they amended their annual holiday entitlement in order to provide a more attractive package for employees, with new starters beginning on 25 days entitlement instead of the previous 20. They also introduced a company pension scheme which has seen almost a 30% take up in the past 12 months.