Category Archives: Employee Engagement

Employee Engagement, HR, HR News, Industrial Relations, News

Research: 1 in 5 large organisations underperforming on Employee Relations objectives

  • 22% of large enterprises admit to having no ER case management tools. Almost half (47%) still rely on spreadsheets 
  • 40% say lack of investment in ER and outdated processes contribute to poor performance on some key ER objectives
  • Conversely, just over half of organisations rank ER as a priority over other HR areas
  • HR and the C-Suite said their employee relations function was ‘fairly bad’ or ‘very bad’ at improving retention, creating a positive and productive working environment, and ensuring compliance with policy and legislation
  • The survey considered responses from organisations with 1,000+ employees.

 

More than a fifth of large UK organisations are failing to meet key Employee Relations (ER) objectives, according to a survey of C-Suite and HR professionals, impacting their retention, productivity and compliance processes.

HR professionals and the C-Suite of large organisations said their employee relations function was ‘fairly bad’ or ‘very bad’ at improving retention, creating a positive and productive working environment, and ensuring compliance with policy and legislation, according to AdviserPlus’ latest research, ‘Employee Relations 2.0: Overcoming the investment gap to drive an ROI revolution’,

Despite more than half of organisations (53%) ranking ER as a higher or much higher priority than other HR responsibilities, investment in technology and transformation budget is lacking, with over 40% of respondents identifying these as limiting factors.

 

Michael Campbell, Commercial Director at AdviserPlus, says there are other issues: “ER functions lack visibility of vital employee relations data that can enable data-driven insights.”

 

Despite the recognition of the importance of ER, 22% of large enterprises admit to having no ER case management tools. Almost half (47%) still rely on spreadsheets to support their ER case management, an inadequate tool for managing such complexity. While only 39% possess tools specifically designed for the complexity of ER data.

With this in mind, it is concerning to find that less than 40% of respondents of 1000+ employer organisations cite having full availability of ER metrics providing insights on trends, root causes and cross-company caseload insights.

Larger organisations, with a headcount of more than 5k employees, find it even more challenging to access this vital information, and across the board the research indicated that more than 1 in 4 either don’t have the data available at all or don’t know what they have available to them.

 

“Effective employee relations management is critical to business success, with objectives ranging from employee engagement to the mitigation of risk against legal ramifications. ER functions are not an HR initiative, they are a strategically imperative part of people management. It’s not something organisations should be putting on the back burner. With the right ER transformation investment, managers are able to self-serve more people matters, which will contribute to better employee engagement and issues being de-escalated, which can further improve key business success factors, like lower sickness absence rates, lower churn and better retention,” concluded Campbell.

 

Read the full research findings here to discover more about the barriers to effective employee relations transformation.

 

—

Based on 200 responses from organisations with 1,000+ employees. 100 HR and 100 C-suite respondents.

 

About AdviserPlus

AdviserPlus optimises the management of employee relations processes for HR, line managers and employees by combining cloud technology, data insight and expert guidance.

Through AdviserPlus’ case management technology and people support, the business helps line managers to feel confident and capable when dealing with employee relations issues without introducing risk to the business. It empowers leaders, engages people and drives efficiency.

Employee relations transformation helps HR to be viewed as a strategic partner, bringing labour savings through digitalisation of processes or reduction in absenteeism costs with MI and analytics, impacting the bottom line and delivering people performance improvements.

AdviserPlus is part of the Empowering People Group.

Employee Engagement, Law, News, North of England

Law Firm Launches Dedicated Employee Ownership Service

One of Yorkshire’s leading law firms has launched a dedicated employee ownership advisory service.

Employee Ownership Advisor is a new service from Ison Harrison designed to provide business owners with the ultimate resource for navigating the world of Employee Ownership Trusts (EOTs).

 

With its own dedicated website, the service aims to help business owners looking to explore the benefits of an EOT for their business. Having experienced the advantages of employee ownership themselves, the firm’s team of expert lawyers is well placed to answer questions and provide no-obligation advice to business owners looking to make the switch.

The service covers everything from the basic principles of employee ownership, the process of transitioning to an EOT, trust management, employee engagement, company governance and rewards and benefits.

 

Employee ownership is becoming an increasingly popular model for British businesses. According to figures compiled by the Employee Ownership Association, 332 businesses transitioned to employee ownership in 2022. As of June 2023, the total number of companies owned partially or fully by their employees had reached a record 1,418, marking a 37% growth in just 12 months.

Ison Harrison was the UK’s first law firm to become a 100% employee-owned business in January 2022 after the three main shareholder directors agreed to sell the business to an Employee Ownership Trust.

270 qualifying team members at the firm recently received a profit distribution payout marking the second anniversary of becoming employee-owned. As a result of the firm’s strong financial performance, individual profit distributions approved by Ison Harrison’s Board of Trustees saw all eligible employees receive a tax-free distribution of £4,000 each, an increase of £400 on the £3,600 payment paid the previous year.

The firm, which employs more than 270 staff across the region, posted a record turnover of over £22 million last year, up 16% from £19 million in 2022.

 

Employee Ownership Advisor is the brainchild of Richard Coulthard, director and head of commercial services. Since launching the service, the firm has received a significant number of preliminary enquiries from business owners across the region and beyond, and is already helping several local businesses through the transitionary stages.

He commented: “The move to employee ownership has been hugely positive and advantageous for Ison Harrison. This success is the inspiration for the Employee Ownership Adviser as we want to share our experience of the process and use our expertise to help other business owners by transitioning from traditional business ownership to the EOT model.

“As a firm, we have taken a unique approach to set ourselves apart from our competitors. We are proud to be an EOT, which helps distinguish us from other firms. In embracing employee ownership, we have fostered a culture of collaboration, incentivised performance, and ensured our clients receive exceptional service. This experience and knowledge is now being passed on to business owners so that they and their workforce can enjoy the many benefits of employee ownership. Our service website is dedicated to providing practical insights, expert advice, and invaluable tips to ensure a smooth and successful transition. We fully understand the challenges that may arise and we are well equipped to provide the knowledge and strategies needed to overcome them.”

 

Ison Harrison employs more than 270 staff across Yorkshire, offering the broadest range of legal services in the region. The firm’s commercial division now advises businesses from across all sectors in transitioning to an employee-owned business.

The firm has over 10 Law Society accreditations including Lexcel, Clinical Negligence, Family Law, Immigration & Asylum, Conveyancing Quality and SRA Higher Courts Rights – civil and criminal.

Business owners interested in finding out more should visit: https://www.employeeownershipadvisor.co.uk or call the Employee Ownership Advisor team on 0800 232 1620

—

Pictured (above): Richard Coulthard, director and head of commercial services.

Employee Engagement, News

Job Exodus: Majority of UK Employees on the Hunt for New Opportunities

Most of the UK workforce (70%) are looking for new jobs in 2024 and nearly the whole country has concerns about their current employment

  •  90% of UK workers have concerns about their current employment
  • 73% of UK employees are seeking a new job in 2024  
  • Only 20% of employees said that they are thriving and enjoying their current role 
  • 15% said that they are disengaged and apathetic about their current job and/or employer 

 

Nearly three quarters (73%) of UK employees are seeking a new job in 2024 and 90% have concerns about their current employment. Research from BHN (Blackhawk Network) published today also found 2 out of 10 of UK employees are thriving and enjoying their current role, whilst an additional 12% are completely burnt-out.

The survey of 1,000 employees across the UK sought to understand the disparity of how employers are using incentives to show their appreciation, and how appreciated staff are feeling.

 

Playing with the fire of an unengaged workforce 

But how can employers improve the morale amongst their employees? 20% of those looking for a new job want better rewards, incentives, or recognition from their employer; whilst nearly a quarter (23%) wanted improved benefits options.

The findings show that employers need to act now to make sure their staff feel valued, however it also indicates that many leaders don’t know where to start.

 

Has hybrid working created unrealistic expectations?  

BHN’s research also found that for most employees, flexibility is a top priority. In fact, 32% of people say that flexible working locations are contributing to their reasons to seek out new employment.

But nonetheless, some employers are still keen to use their physical office spaces to solidify company culture. In fact, the research found that employees feel that there should be some incentives available to motivate employees to come into the office. For example, 50% of employees said they would feel motivated to work in a physical workplace if they received a pay increase, whilst 39% would feel motivated by a four-day work week.

 

Rewards aren’t just for Christmas  

The findings show that workers who regularly receive regular recognition will feel more valued for their work. With 80% of workers sharing, they feel more valued for their work when receiving rewards from their employer, and two thirds (67%) of employees feel that they should receive recognition for positive contributions at least monthly or on a more frequent basis.

On top of this 84% of employers expressed an interest in being able to recognise their peers for positive work contributions, of which 90% wanted to give them a reward or incentive. This finding shows the importance and demand for building a reward culture in the workplace.

There is still however a significant  discrepancy in what employees need and what employers are providing, as 43% of workers shared that their company doesn’t have a reward and/or recognition program.

 

Chris Ronald, VP EMEA B2B – Incentives, Rewards & Benefits, BHN said: “Covid, hybrid working and advancements of remote working tech have all contributed to a shift in employee behaviour and their expectations. Employers must listen to their employee’s needs or they risk losing them. The fact that so many people in the UK are unhappy with their employment has significant consequences. Not just on an individual business level but  also for the wider economy. While our research shows that employers are misaligned with their team’s needs, there are proactive steps they can take to bridge the gap. Business leaders need to embrace this transition; acknowledging the evolving work-life demands their employees face and fostering a culture where not only good work but positive workplace behaviours are celebrated and people feel valued.”

Employee Engagement, Law, News, Yorkshire

Leading Law Firm Marks Second Anniversary Of Employee Ownership With Increased Annual Profit Distribution Payment To Staff

One of Yorkshire’s leading law firms has marked the second anniversary of becoming employee-owned by awarding all qualifying 270 team members a £4,000 profit distribution.

The firm also posted its most successful trading period ever for October last year, making 2023 its most successful and profitable year in its 46-year history.

Ison Harrison became one of the first regional law firms to become a 100% employee-owned business in January 2022 after the three main shareholder directors agreed to sell the business to an Employee Ownership Trust.

The firm, which employs more than 250 staff across the region, posted a record turnover of over £22 million last year, up 16% from £19 million in 2022, as well as achieving numerous other business milestones. The firm’s commercial division’s turnover increased from £1.35m to £2.7m, the legal aid team secured the prestigious Legal Aid CAPA contract helping double department turnover to more than £2.5m for the year, and the property division saw turnover increase to over £6m despite the volatile housing market.

The firm experienced a healthy level of growth in the number of new clients that it acted for with over 20,000 new clients instructing the firm throughout 2023. The firm has also once again achieved Lexcel accreditation, the approved legal industry quality mark for client care, compliance and practice management.

2023 saw the opening of the firm’s 18th office, in Doncaster, the firm’s second in South Yorkshire, with plans for further expansion across the region in the first quarter of 2024.  The firm’s 19th office, located in Queensbury, Bradford is due to open to the public in February.

As a result of the firm’s strong financial performance, individual profit distributions approved by Ison Harrison’s Board of Trustees saw all eligible employees receive a tax-free distribution of £4,000 each, an increase of £400 on the £3,600 payment last January.

Managing director Jonathan Wearing, commented: “2023 was our second year operating as an employee-owned business and what a year we’ve had in terms of achievements and overall performance. Distributing an increased bonus to our employees beyond year one’s payment reflects the drive and dedication shown by everyone throughout the year and is a true demonstration of the motivation that employee ownership can bring. Everyone contributed to delivering a record year for the firm last year which has put us in a great position to ensure that the coming year will be equally, if not more, successful and eventful.

“The move to employee ownership has been hugely positive for the firm and it’s encouraging to see such investment in making the initiative so successful. As the firm continues to expand and underpin its significant presence across Yorkshire, the flexible structure that employee ownership provides offers the perfect platform for future growth, attracting fresh talent as well as providing stability for existing staff.

“Switching to employee ownership has had a big impact on the way we do business and how we engage with our staff which in turn has boosted financial performance.  The switch has been a resoundingly positive move for every single employee of the firm.  Everyone now has a tangible stake in the success of the business and can share in future success and profits, just as they did last year.”

Ison Harrison employs more than 270 staff across Yorkshire, offering the broadest range of legal services in the region. The firm’s commercial division now advises businesses from across all sectors in transitioning to an employee-owned business.

The firm has over 10 Law Society accreditations including Lexcel, Clinical Negligence, Family Law, Immigration & Asylum, Conveyancing Quality and SRA Higher Courts Rights – civil and criminal.

Employee Engagement, Law, News, Yorkshire

Leading Law Firm Marks Second Anniversary Of Employee Ownership With Increased Annual Profit Distribution Payment To Staff

One of Yorkshire’s leading law firms has marked the second anniversary of becoming employee-owned by awarding all qualifying 270 team members a £4,000 profit distribution.

The firm also posted its most successful trading period ever for October last year, making 2023 its most successful and profitable year in its 46-year history.

Ison Harrison became one of the first regional law firms to become a 100% employee-owned business in January 2022 after the three main shareholder directors agreed to sell the business to an Employee Ownership Trust.

The firm, which employs more than 250 staff across the region, posted a record turnover of over £22 million last year, up 16% from £19 million in 2022, as well as achieving numerous other business milestones. The firm’s commercial division’s turnover increased from £1.35m to £2.7m, the legal aid team secured the prestigious Legal Aid CAPA contract helping double department turnover to more than £2.5m for the year, and the property division saw turnover increase to over £6m despite the volatile housing market.

The firm experienced a healthy level of growth in the number of new clients that it acted for with over 20,000 new clients instructing the firm throughout 2023. The firm has also once again achieved Lexcel accreditation, the approved legal industry quality mark for client care, compliance and practice management.

2023 saw the opening of the firm’s 18th office, in Doncaster, the firm’s second in South Yorkshire, with plans for further expansion across the region in the first quarter of 2024.  The firm’s 19th office, located in Queensbury, Bradford is due to open to the public in February.

As a result of the firm’s strong financial performance, individual profit distributions approved by Ison Harrison’s Board of Trustees saw all eligible employees receive a tax-free distribution of £4,000 each, an increase of £400 on the £3,600 payment last January.

Managing director Jonathan Wearing, commented: “2023 was our second year operating as an employee-owned business and what a year we’ve had in terms of achievements and overall performance. Distributing an increased bonus to our employees beyond year one’s payment reflects the drive and dedication shown by everyone throughout the year and is a true demonstration of the motivation that employee ownership can bring. Everyone contributed to delivering a record year for the firm last year which has put us in a great position to ensure that the coming year will be equally, if not more, successful and eventful.

“The move to employee ownership has been hugely positive for the firm and it’s encouraging to see such investment in making the initiative so successful. As the firm continues to expand and underpin its significant presence across Yorkshire, the flexible structure that employee ownership provides offers the perfect platform for future growth, attracting fresh talent as well as providing stability for existing staff.

“Switching to employee ownership has had a big impact on the way we do business and how we engage with our staff which in turn has boosted financial performance.  The switch has been a resoundingly positive move for every single employee of the firm.  Everyone now has a tangible stake in the success of the business and can share in future success and profits, just as they did last year.”

Ison Harrison employs more than 270 staff across Yorkshire, offering the broadest range of legal services in the region. The firm’s commercial division now advises businesses from across all sectors in transitioning to an employee-owned business.

The firm has over 10 Law Society accreditations including Lexcel, Clinical Negligence, Family Law, Immigration & Asylum, Conveyancing Quality and SRA Higher Courts Rights – civil and criminal.

Employee Benefits, Employee Engagement, News, Scotland

Howden expands Employee Benefits division in Scotland to help businesses address HR, benefits & wellbeing challenges.

As Scotland navigates economic uncertainties and evolving workforce expectations, Howden Employee Benefits & Wellbeing is expanding its presence in the region to provide tailored employee benefits solutions and expert advice to Scottish employers of all sizes.

Howden already has an established team in Scotland, with over 40 years of specialised insurance experience. The recent appointment of Saba Haran as Employee Benefits Director strengthens its offering to Scottish businesses, to include pension, employee benefits and wellbeing consultancy services too.

Understanding the landscape:

Scottish businesses are grappling with skills shortages, talent acquisition and retention issues, and the rising cost of living. While budgets are tight, strategic benefits and reward strategies can play a crucial role in attracting and retaining top talent.

Why Howden?

Independence and Employee Ownership: Howden’s independence and employee ownership model sets it apart, ensuring a client-focused approach free from external influences. Its local presence in Scotland ensures decisions are made with a deep understanding of the regional business landscape.

Tailored Solutions for Scottish Businesses: Howden offers customised employee benefits solutions tailored to the unique needs of Scottish employers of all sizes. Its local teams ensure a nuanced understanding of the local market, including industries like whisky, agriculture, and oil & gas.

Specialised Employee Benefits & Insurance Experience: With over 40 years of specialised insurance & benefits experience, Howden brings a wealth of knowledge to address the specific challenges faced by employers. The local team’s expertise spans various sectors, providing insights into industry-specific needs, covering people and business risk management.

How can Howden help your business?

Strategic Benefits and Wellbeing Consultancy: Howden assists companies in maximising existing benefits and insurance, leveraging additional services, and future-proofing their strategies. A locally grounded approach ensures that the consultancy services are aligned with the current and future needs of Scottish businesses.

Technology and Inclusivity Solutions: Howden helps businesses navigate the rise of flexible benefits technology and AI solutions with a human-centric approach. Tailoring benefits with an inclusive mindset, considering local sensitivities and demographics, promotes diversity and a supportive work environment.

Supporting employee financial wellbeing: Financial education and pension support play vital roles in employee benefit programs, with employers typically aiming to enhance the financial literacy and retirement readiness of their workforce. Howden’s commitment to bridging the gap, delivering financial education, and tackling pension challenges provides critical support to employers in promoting the financial well-being of their employees.

Saba Haran, Employee Benefits Director, “As a forward-thinking ally, Howden is strategically positioned to anticipate and address HR, benefit, and wellbeing challenges. Through our local expertise and personalised guidance, we can play a pivotal role in ensuring the success and future prosperity of Scottish businesses.”

To learn more about key trends in employee benefits and wellbeing and how Howden can help your business, join Saba and her colleagues on 23rd January 2024 to discuss the top employee benefits and wellbeing trends for businesses this year.  To sign up go to: ttps://event.eu.on24.com/wcc/r/8000061365/4397B943BD93AE23E13260EDA473A724

Employee Engagement, Employee Motivation, Events, News

Virtual Events Improve Mental Health and Help Retain Top Talent

A new study by Avva Experience suggests regular virtual teambuilding events can improve employee mental health and wellbeing, as well as talent retention in hybrid and fully remote workplaces.

  • 83% felt more engaged with their teams
  • One in six less likely to quit
  • 80% experienced improved mental health
  • One-fifth felt more productive

The corporate experience provider surveyed remote workers across 1,000 companies and found that virtual events – such as online murder mysteries, origami making and trivia quizzes – improve employee engagement, morale, and overall satisfaction.

According to the study, 80% of respondents felt virtual events had a positive impact on their mental health, with one in five feeling more productive. In addition, 83% of respondents strongly agreed that virtual events improved employee engagement. The study also found that one in six employees were less likely to quit their jobs after participating in virtual events.

This follows a 2023 survey by Direct Line Group, which revealed almost two-thirds of small and medium-sized enterprises struggle to retain valuable talent due to the current economic climate.

 

Avva Experience CEO and co-founder, Barnaby Sellers, commented: “In recent years, there’s been a significant focus on work-life balance. Companies are prioritising the mental health of their employees by offering flexible work environments through hybrid and remote working options. However, keeping remote teams interacting with each other can be challenging. 

“To tackle this challenge, virtual experiences are becoming a popular tool for companies looking to enhance employee morale and productivity remotely, while also improving staff retention. Our study shows just how vital remote team building is, and it’s also extremely rewarding to know we’ve helped improve the mental wellbeing of our clients’ workforce.”

 

In addition to employee benefits, virtual events are a much more sustainable option than in-person events. According to a study by the University of Michigan, virtual events can reduce carbon footprint by up to 94% and energy use by up to 90%.

Interestingly, Avva Experience also found that Thursdays are the most popular day for virtual events to be run, with 36% of events taking place on that day. Zoom is the most popular platform for virtual events, with 88% of events conducted here. Finally, the study found that escape rooms and challenges are the most popular types of experiences to be booked, followed by immersive acts and shows.

Employee Engagement

Top 10 Best Team Building Activities

Team building activities are an essential part of fostering collaboration, improving communication, and boosting morale within a team. Whether you’re looking to strengthen relationships among colleagues or enhance productivity, there are various team building activities that can help achieve these goals. 

In this article, we will explore the top 10 best team building activities, including the highly popular and engaging Escape Rooms.

Escape Rooms 

Escape Rooms have gained immense popularity in recent years and for good reason. They provide a thrilling and immersive experience where teams work together to solve puzzles, riddles, and challenges in order to escape a locked room within a given time limit. This activity encourages communication, problem-solving, and teamwork, making it an excellent choice for team building.

Outdoor Adventure Challenges 

Taking the team outside the office environment and engaging in adventure challenges can be a great way to build trust and camaraderie. Activities such as high ropes courses, zip-lining, or hiking can encourage collaboration, risk-taking, and problem-solving in a fun and exhilarating setting.

Cooking Classes 

Cooking classes not only provide an opportunity for team members to learn new culinary skills but also promote collaboration and teamwork. As teams work together to prepare a meal, they learn to communicate effectively, delegate tasks, and coordinate their efforts to achieve a common goal.

Scavenger Hunts 

Scavenger hunts offer a combination of problem-solving, teamwork, and friendly competition. Teams must work together to solve clues and find hidden objects or locations within a given timeframe. This activity encourages collaboration, communication, and creativity, as each team member contributes their unique skills and perspectives.

Board Game Nights 

Organising a board game night can be a simple yet effective way to develop teamwork and enhance communication within a team. By playing strategic games that require collaboration and decision-making, team members can practise problem-solving, strategizing, and adapting to unexpected outcomes.

Team Sports 

Engaging in team sports such as football, basketball, or volleyball can help build camaraderie, encourage healthy competition, and promote cooperation among team members. Team sports foster communication, coordination, and trust, as individuals work together towards a common goal.

Charity or Volunteer Work 

Participating in charity or volunteer work as a team not only contributes to a worthy cause but also strengthens team bonds and fosters a sense of purpose. Whether it’s supporting a local community project or participating in a fundraising event, team members can collaborate, problem-solve, and make a positive impact together.

Trust-Building Activities 

Trust-building activities such as trust falls, blindfolded challenges, or team-building exercises can help team members develop trust and reliance on one another. These activities require individuals to step out of their comfort zones, rely on their teammates, and build stronger relationships based on trust and cooperation.

Team Retreats or Off-Site Workshops 

Organising team retreats or off-site workshops provides an opportunity for team members to bond and develop their skills in a relaxed and supportive environment. These retreats can include team-building exercises, professional development workshops, and interactive sessions that encourage collaboration, creativity, and personal growth.

Problem-Solving Workshops 

Problem-solving workshops involve engaging teams in brainstorming sessions, case studies, or simulations that require them to work together to find solutions to complex challenges. These workshops foster critical thinking, collaboration, and decision-making skills, allowing teams to improve their problem-solving abilities while strengthening their relationships.

The Bottom Line

Team building activities play a crucial role in improving teamwork, communication, and overall team dynamics. Whether it’s solving puzzles in an Escape Room, participating in outdoor adventures, or engaging in charitable work, each activity offers unique benefits that contribute to a stronger and more cohesive team. 

 

By incorporating these top 10 team building activities into your company’s culture, you can foster a positive and productive work environment while empowering your team members to reach their full potential.

Employee Engagement, Tech, Telecoms News, Training News

Two-minute bursts of learning on the job – How Three UK Trains Staff During Peak Periods in the Retail Calendar with 3D simulation games on mobile devices.

As a leading telecommunications company, Three UK supports staff with innovative and high-quality consultative sales training to boost skills and confidence.

“Better connectivity, every day, for every customer.” 

The aim is always to provide the highest quality of communication and service to customers and the best employee experience for Three UK teams.

At peak seasons and sales teams still need quality training support to improve skills and boost confidence, but time away from the front-line to participate in training is not always practicable or desirable.

Three UK has found a solution by working with Attensi on game-based training simulations that can be played in short bursts whenever it is convenient for the individual staff member, on mobile devices.

Senior Digital and Learning Manager, Gordon Weston explains:

“The key thing is it is about the engagement and for some time we have been looking for some way of gamifying our learning. When I first saw Attensi…I knew it was going to be good.”

“For the majority of our customers, the only people they ever see are those that are in the stores so those front of house staff getting it right and really engaging with customers and really getting the right messages across is hugely important.”

The impact data has been impressive:

  • 924 users played
  • 40 mins of playtime per user
  • An average of 6 repetitions per module
  • Closing 81% of identified knowledge gap

 

Nikki Scarf, Senior People Development Manager said:

“Attensi changes the way people think about learning. They want to do it because it doesn’t feel boring. It doesn’t feel like school. It’s not the traditional method.”

“To have learning that they can just pull out of their back pocket, on their handset, they can do two minute games – it was phenomenal.”

 

Evelyn Johnston Head of Region Midlands UK adds:

“You go into the app. You can learn immediately. It’s done at your own pace, saves time – it’s more efficient. It’s more fun. It’s engaging.”

“People are our most important asset. That’s the difference in why people choose Three, because our people do a fantastic job of telling customers about the brand. They absolutely understand where a customer is coming from. Now this learning platform is going to enable them to do that even more.”

 

Craig Miller, Head of Region Three UK said:

“There has never been a more important time for us to make sure that we stand out from a customer experience point of view. The environment that we work in, the world that we live in is now so, so different and customers have never been in more need of support.”

 

Rosie Deakin, Strategic Account Manager – Consumer Europe, Attensi added;

“Three UK is leading the way in both the telecom sector and in employee engagement, so we are delighted they chose Attensi to train their teams who are spread across the UK. By adopting our simulated gamification platform and therefore by making training fun, Three UK teams are challenging each other to win the highest completion score. This is only good news for Three UK as their teams are able to deal with issues and queries in their fast paced roles and for the employees who are enjoying a full competency in their work. We look forward to our ongoing work with Three UK to ensure their team is the best in their sector.”

Employee Engagement, News

Video Drives Equality and A Closer Relationship With Colleagues at Dunelm Post Covid

Dunelm, Internal Communications Manager, Abigail Harrison, reveals how the retailer uses video content to enhance the brand’s internal comms strategy and engage employees. 

“We’ve worked with Meet & Potato for over a decade, they have successfully produced our internal events and video content which has only increased since 2020.  Prior to Covid, video wasn’t commonly used by Dunelm to communicate to our wider teams but since then we’ve definitely increased our focus on it.  We can see the positive impact and engagement that video brings in comparison to other forms of media.

“I think what Covid did teach us is the value colleagues put on being connected to Dunelm and our leadership team. We’ve found the connection to be much stronger when someone presents themselves in video form compared with written presentations.

 

“Following this success video is now an integral part of Dunelms’ annual internal communications plan. We have found short informative videos are well received by our colleagues. We offer our information in a variety of formats, but videos are personal, relatable, engaging and memorable. We now consider video in everything we do. Our ambition is to continue to make personable and accessible communications and video fully supports this.

“It’s been particularly successful within our Colleague Networks at Dunelm (LGBTQ+, Ethnicity and Race, Gender Equality and Disability and Neurodiversity). These communities are run by colleagues, for colleagues and they drive a lot of meaningful change in the business. With the use of video we’ve been able to get so many more colleagues involved and engaged.

 

“Our Stories” was an internal communications campaign that placed our people centre stage. Despite our widely spread team it created a culture of belonging. With the help of the Meet & Potato team we interviewed and filmed people across the organisation to reveal who they are and where their life story has taken them and their families. The results are stunning, revealing an engaged and uplifting mix of cultures and experiences.

By revealing our people’s stories we found:

  • Stories are forged by experience, to know someone is to understand their story and their experiences.
  • Stories inspire, leaders can connect with their teams by sharing personal stories.
  • Stories create trust, a safe place where people can share their own stories.
  • Storytelling promotes confidence, colleagues can speak up or speak out as their authentic selves.

“Going forward as an internal communications team, we are always listening to our colleagues, we’ll continue to adapt, but I’m confident that video will remain a key feature in our content plans.”

 

Jo Prosser, Creative & Content Director at M&P (pictured above) added:

“It’s been interesting to see how Dunelm’s internal communications style has developed over the years. There’s been a significant shift towards an open and inclusive dialogue, one which invites everyone from across the business to join in the conversation. By giving colleagues an equal voice, they feel empowered and aligned with the brand values.

“The trend isn’t exclusive to Dunelm. More employees are working remotely these days but organisations still need to engage these people and ensure they stay connected to their office-based counterparts. Video content bridges that gap with a human face and allows the brand story to unfold directly from the people who are responsible for creating it. ”