My Team - Employees' feelings towards their immediate colleagues and how well they work together
My team benefits from a high scoring My Manager factor as the manager is key to creating and sustaining a productive and positive work environment.
An employee’s perceived team will be those they work with on a daily basis.
Bringing teams together is a big part of the Quint Group ethos. Two annual company-wide events bringing everyone together are the summer BBQ and the Christmas Party. In addition to this, the organisation also hosts smaller inter-team events such as pool and table tennis competitions, a fantasy football league, a Mario Kart competition, and more.
Quint Group’s overall strategy and objectives are clearly communicated to everyone during the annual group-wide strategy update. This is further broken down from group to team and individual objectives, and OKRs are then created. These OKRs are regularly reviewed and reinforced during weekly and monthly meetings, stand-ups and performance appraisals.
Quint Group has created a Compensation Committee that is responsible for ensuring pay and reward equity across the organisation. Every year, the organisation goes through a robust salary benchmarking exercise using external and internal data to ensure that its salaries are competitive, and in line with the market and the organisation’s reward and compensation philosophy.
Whilst its gender pay gap compares favourably with organisations across the UK economy and wholesale sector, Creed Foodservice is not complacent and is committed to further reducing the gap. This includes removing barriers to gender equality such as the proportion of men and women applying for roles.
In 2022, Creed launched its leadership development programme for all 34 people managers - a yearlong commitment to both online and face-to-face sessions developed in conjunction with QuoLux - a leading international consultancy and leadership development company. Modules include Leading self, Leading teams, and Leading change.
The Food Innovation Centre is used as a hub for staff to meet in a relaxed atmosphere with food provided by an executive chef team. Being named as a Top 100 Best Company to Work For in 2022 saw events bringing all departments together with raffles and events held throughout the day.
Outside regular team meetings, the company is keen to ensure that no one feels isolated and that the spirit of One Meridian is maintained, as it is a geographically diverse business. As a result, several unofficial groups from across the business have allowed teams to interact in a fun and less formal way.
The sky is the limit for Meridian Business Support's staff. They believe you don't have to have previous experience to be considered for a role, what is more important is that you demonstrate that you have the right behaviours and attitude to give something a try and they will provide the support to develop you.
Ensuring staff wellbeing has always been a key priority, and a host of initiatives are in place to support this. In 2019, their Mental Health Awareness programme was launched, this has had a tangible impact on its culture and contributed to making it the open and supportive environment which it is today.
The Board and Senior Leadership completed a course on the ‘human iceberg’, and conscious and unconscious motivators to better understand each other, improving communication and team dynamics. This has been extended to all managers in 2023. The organisation host team building events throughout the year, including BBQs, online get togethers, and Christmas celebrations.
As part of the onboarding process at Nicholas Associates Group, its three Board Members and Directors host a session for all new starters where they share information on the organisation’s history, vision and values. Its bi-monthly newsletter provides information to all employees about priorities and initiatives that are happening across different departments.
All managers at Nicholas Associates Group are provided with specialist training through its Management Academy. Modules covered include leading self, leading others, coaching and mentoring, and leading a team. It also offers online training that provides structured development pathways for managers, to support their ongoing development.
Teams have been holding meetings, one-to-ones, quizzes and celebrations over MS Teams. Using the broadcast feature, the new CEO held a meet and greet with all employees. Over 100 colleagues participated in the organisation’s live Q&A, reflecting how engaged its people are. It received extremely positive feedback and Target Group has held more since.
Its Aspire programme is designed to develop the capability of its future Leaders ensuring a smooth transition and enhanced performance in their future roles. The course principles are to create development opportunities, prepare employees for future opportunities, and increase the talent pool within the organisation. 50 individuals have completed the Aspire Development Programme.
Current and aspiring leaders are supported by Target Group through access to: Leadership Management Development and Performance Modules, which cover leadership soft skills, self-awareness, and interpersonal skills; High Potential Programmes, set over a 9-month period; and external qualifications through the organisation’s access to courses from The Institute of Leadership & Management.
Employees can access a new mental health hub on the company’s wellbeing platform, making it easy to explore all options for support, including the 24/7 employee assistance service. Staff can also access up to six paid-for counselling sessions. And new recruits are invited to a wellbeing afternoon, including a well-received workshop on personal resilience.
Every team member gets a monthly fun budget of £10 which can be spent on anything to encourage team building, from dinners to escape rooms. And employees who a colleague has nominated for going the extra mile could win a prize if they win the monthly vote.
More than 600 nominations were received for the company’s inaugural ‘Simply Oscars’, which aim to reward and recognise employees for their efforts. Including behaviour-related categories such as ‘guiding light’ and fun ones like ‘best dressed,’ the winners – chosen by the CEO – were announced at the end-of-year party, all receiving a £100 gift card.
Daily 'Energisers' of fun and fast-paced games get employees geared up for the day ahead. There are virtual quizzes and competitions, and teams enjoy monthly social events, including all-expenses-paid meals and nights out. And every Friday, there are free lunches from popular high street eateries encouraging colleagues to sit together and reflect on the week.
Designed in-house by Seven Resourcing, UGrad+ is one of the UK's only undergraduate recruitment courses. It allows sixth-form and college leavers to learn at degree-level while earning postgraduate pay. It recognises that university isn't for everyone and that recruitment careers aren't often highlighted as an option for teenagers.
Community and charity are fundamental to the agency's work. It offers free recruitment for charities such as Ormiston Families, which works with families affected by offending or poor mental health and has donated more than £10,000 from events and challenges. It's also provided mentoring for primary school pupils and funded renovations and learning materials.
Cornish Bakery runs a Mental Health First Aiders course for all of its teams. Every new employee completes a level one MHFA as part of their induction. Additionally, the organisation has created the Hardship Fund to help its employees with the cost-of-living crisis by enabling them to lend money from the business interest free.
Every year, the organisation takes its teams away for a night and two days of fun, camaraderie, and competition. Employees participate in fun activities, enjoy excellent entertainment and food, and stay in 5-star accommodation. There is also an awards ceremony that celebrates the teams’ successes and colleagues leave feeling rewarded, bonded, and motivated.
With 50 bakeries across the country, Cornish Bakery encourages each bakery to fundraise independently for local charities. In 2022, employees walked 20 miles in Cornish pasty outfits, created village-wide treasure hunts, cycled over 185 miles, sky dived, and shaved their heads to raise money. The organisation’s bakeries also donate leftover food to foodbanks every day.
An internal network working together as a People Engagement and Wellbeing Team, run by the organisation’s employees, helps with educating and running events on a range of topics and creating a network where colleagues can support one another. Quarterly socials and regular lunch and learn sessions helps bring teams together and drive employee engagement.
Communication is at the heart of what Dufrain Consulting does. Quarterly CEO calls with all employees to discuss its sales, financial, and other business updates. Furthermore, it has regular people updates to discuss the progress of the organisation’s goals and how it support its employees. Leadership also record regular videos on progress for all employees.
The organisation has attended and supported Cash for Kids and local foodbanks. Recently Dufrain Consulting started producing branded merchandise where it purchased t-shirts and hoodies at a higher cost, sold them to employees for a discounted rate, and gave the full amount to charity. Through this approach, the organisation raised over £1000 for three charities.
There's an extensive social calendar! An awards ceremony celebrates colleagues who've gone the extra mile. There are Christmas parties and summer BBQs paid for by the firm, and each team has an 'away day,' anything from pasta making to go-karting. The wine club enjoyed a trip to Champagne, and there are regular fundraising events.
There's an 'open door' policy led from the top by Managing Partner Peter Winter. He leads bi-monthly all-employee meetings, personally welcomes new recruits, introducing the firm's vision and strategy, and attends all departmental away days. And partners sit amongst employees, so they're readily available and to strengthen the company's 'family feel'.
The firm is doing its bit to help young people become more financially literate by creating content for all school leavers that come through its doors. This includes articles and podcasts on topics including what payslips are, why National Insurance numbers are so important, and student loans, savings and pensions.
