About Shaylor Group

Shaylor have a culture of developing employees through coaching by both managers and other team members.  For example, individuals can evolve from running smaller projects, developing the skills and confidence to move onto more significant projects.  Managers use the strengths of their team members to place them in certain projects to match their skills, knowledge or interest, e.g. specific interest in heritage and conservation work.  Coaches are in tune with individuals’ strengths and make effective use of both construction experience and knowledge, and also latent talents and personal traits to enhance the learning within and across teams and projects.  Formal mentors are provided for new starters and especially for new apprentices so that they can develop a range of skills, whilst focusing on the trade which matches their strengths and aspirations.  The mentors are specifically “matched” with apprentices to ensure a well-rounded development programme, whilst also taking account of individual personalities.  All of Shaylor's apprentice mentors have attended formal training sessions to give them the confidence and skills required to coach and mentor effectively.  The company encourages employees to improve by shadowing colleagues and managers to learn informally, e.g. attending pre-tender meetings and appreciating the importance of networking, business level presentations, confidence etc.  To complement this coaching culture, Shaylor encourage employees to develop both personally and professionally through university accreditations, MAs, CIPD, CIOB, CIMA, AAT etc. All employees have an annual Performance & Development Review, which outlines an employee’s performance and identifies any career progressions or development within their current role.

Shaylor volunteers support Sutton Coldfield Cancer Support Group, in putting up their Christmas decorations, in time for their Christmas Fayre on 6th December every year.  The company also buy the Christmas tree.  They also took part in a Christmas Tree recycling project with St Mary's Hospice Moseley.  This entails collecting trees from various' residences in the south of the city and putting them on a truck and taking them to a nominated recycling centre.  St Mary's Hospice gets £10 for every tree collected.

Shaylor Group's recognition and reward strategy is based around the consistent management approach of praise and thanks for good work and performance.  Recognition is seen as a key motivator, hence the focus on praise and encouraging “what can we do better” rather than stifle the proactive and innovative ideas and contribution of individuals and teams.  This approach was confirmed during their Investors in People assessment.  Recognition is given both verbally and through personal emails and letters from the CEO and Directors.  Wider recognition is given in celebrations posted on the intranet, e.g. thank you letters from clients, passing a successful audit, achieving 100% customer satisfaction, attaining a high score in the Considerate Constructors scheme, entry to the national site manager of the year award etc.  Examples of press releases, client letters and cards of thanks are often shared to highlight individuals’ successes.