Shortlist for Personnel Today Awards: Employee Experience (Smaller employers)

The employee experience can be a significant influence on the business performance. The shortlisted organisations in the Personnel Today Awards 2024 employee experience category for smaller employers demonstrated a variety of innovative ways to boost engagement and feelings belonging among staff.

AG Barr

The employee experience initiative of AG Barr, ‘Being your Best Barr None’, is designed to improve the employee journey at all stages of their lifecycle. The initiative is based on six key pillars that each reflect a different phase of the employee lifecycle. From initial attraction (“Spark My Curiosity”) to exit (“Say a Fond Farewell”), it operates. The initiative is based on personalisation. It recognises that the needs of each person vary at different stages in their career.

To ensure that strategies are tested and tailored before implementation, each pillar has a group of colleagues who support it. This collaborative approach received positive feedback and keeps leaders and employees involved. The improvements in the onboarding under the “Make Me Feel Welcomed and Informed” pillar have led to a more welcoming and consistent experience. This has contributed to a significant reduction in turnover.

This initiative has also prioritized development via the “Enable Me to reach My Potential” pillar. It offers career-focused opportunities and mentoring as well as leadership training. Recognise My Contribution, on the other hand, enhances rewards and recognition by fostering a culture that values appreciation and collaboration. These efforts have enhanced the employee experience, by focusing attention on moments that matter. This has resulted in higher engagement and alignment throughout the business.

Al Rayan Bank

Al Rayan Bank improved the employee experience significantly by focusing engagement, communication and development opportunities. Leadership at the bank realised that a valued and happy workforce has a positive impact on both its business and customers. In order to achieve this, the bank has updated its company values, compensation packages and career development options.

The bank has made efforts to improve communication within the company, such as holding town hall meetings on a regular basis and launching podcasts led by its CEO. It also introduced the “Take5” Newsletter, which fosters connections between colleagues. Leadership and staff development was prioritised by training programmes including a Women’s Leadership Programme, an Aspiring/Emerging Leaders Programme and a Women’s Leadership Programme. A revised staff handbook was also launched, as were a benefits fair and a wellbeing group. Benefits include generous holiday allowances and pension contributions.

The improvements made have resulted in a significant increase in employee engagement, with scores on communication rising to 92% by 2023. Employee survey results also revealed increased motivation, loyalty and satisfaction. 86% of respondents recommended the bank as an excellent place to work. Al Rayan Bank has created an inclusive, supportive, and engaging work environment that drives better performance.

Aldermore Group

Aldermore Group aimed to create an environment where employees felt valued, empowered and listened to. It launched “The Deal” in 2022, an employee value proposition which fostered pride and shared ownership. Aldermore’s People Strategy was refined by 2024 to include three main pillars – empowering colleagues experience, developing future ready skills, and cultivating a high performance culture.

The company implemented a listening strategy that went beyond surveys. It included regular feedback loops via annual and pulse surveys as well as exit and new hire interviews. This strategy led to an increase in employee engagement, and a shift in the Employee Net Promoter score. Low intention to leave rates and a high intention to remain score (83%) indicate a happy and secure workforce. Aldermore has benefited from these changes, which have allowed it to rank among the Top Ten best places to work in the UK by 2024.

Onboarding improvements were also a major factor in these results, as new hires rated their satisfaction with the process highly. Aldermore has been able to achieve this by focusing on continuous improvement, and being committed to its employees. This focus and commitment have helped it become a leader when it comes improving employee experience.

Citipost Mail

Citipost Mail is committed to maintaining its family culture as it expands into new market and ensures a positive experience for employees. It needed to provide a package of benefits that would attract and retain employees, while also motivating and valuing current staff. It wanted to give its employees a sense that they were safe, and also offer them opportunities for career advancement.

Citipost Mail has introduced several initiatives that will enhance employee satisfaction and empower staff. New recruits feel welcomed from the very first day through an updated induction plan. Where possible, flexible and hybrid working methods have been introduced. Quarterly job chats take place to discuss personal goals, monitor well-being, and encourage innovation. The company encourages community involvement through volunteering.

Promotions and training are used to promote career progression. Employee achievements are celebrated through regular communications such as the bi-monthly employee newsletter. An employee of month award is also given to recognize outstanding efforts. Free health checks, accessing wellbeing representatives, mental first aiders and resources to support emotional and financial needs are all part of the additional support.

These initiatives have improved employee motivation and experience over the last year. The feedback from the survey highlights a supportive, inclusive workplace, celebrations of life events and opportunities for employees have a voice. Citipost Mail’s high satisfaction scores show that it is succeeding at its goal to be a great workplace.

Danske Bank UK

Around 1,300 people are employed by Danske Bank UK across 27 branches. As part of a five-year strategy launched in 2021, it wanted to improve the employee experience. The initiative aimed to create an open, connected, and collaborative culture in order to make it into the top 100 companies to work at by 2025. The board and executive team believed that high-performing and engaged staff were essential to the success of the bank and its ambition to become a preferred employer in the UK.

Danske Bank has implemented several measures to support this goal. These include engagement surveys that gather employee feedback and data, which are used to create targeted discussions and solutions. Senior leaders have committed to engaging and listening with staff via various programmes, such as Connect180 where senior leaders interact with employees. The bank developed other training initiatives, such as the Adaptive Leadership Programme, held service-recognition events, and redesigned their onboarding process in order to reflect hybrid working models.

Danske Bank received a 3-star accreditation for being a world-class employer, as well as high engagement scores and recognition of diversity and inclusion initiatives. The Best Places To Work program has helped create a positive workplace culture with low attrition and a commitment to employee growth. Danske Bank is now a leading employer in the financial industry.

Dishoom

Dishoom believes that people flourish when they are fully engaged and give their best. Seva is a selfless service approach that emphasizes the importance team wellbeing. Dishoom encourages its staff to live healthier and happier lives by ensuring they feel cared for. Integrity, innovation, teamwork and sustainability are important values for the cafe chain. They help maintain its culture as it changes, especially with an increasing staff.

Dishoom comprises 12 cafes and 11 delivery kitchens as well as a bakery. All are designed to create a warm, welcoming environment. The company’s mission is centered around its commitment to charity. For every meal that is served, one meal is donated through partnerships with Magic Breakfast or Akshaya Patra. Dishoom also plants a tree per team member. Over 200 members of the team helped plant over 1,700 new trees in January.

Dishoom nurtures and rewards its employees through “Chai Chats”, which are open forums for communication. Employees’ achievements are also celebrated with events such as grand parties and Dishoom Family Melas, which offer a day filled with food, entertainment and relaxation. The senior team hosts a special breakfast for new managers, while those who have served five years are treated to a trip in India where they can visit the locations that inspired Dishoom.

Communication is essential, and updates are provided via the Gupshup Newsletter and the Samachar Internal Newspaper. Dishoom-wallas App, Yulife App further improve engagement and well-being. Team members are kept informed through daily briefings, Dr Bike sessions and other initiatives. Inclusion in the Sunday Times Top 10 Best Places to Work 2024 highlights the company’s success in creating an engaging and positive workplace.

Text Help

Texthelp is a leader in inclusive technologies since 1996. The company wants to assist 1 billion people in accessing inclusive environments by 2030. In order to achieve this goal it focused on cultivating a culture that promotes inclusion and wellbeing among its employees at all stages of their journey within the company.

Texthelp updated its values to ensure they were in line with the company’s daily practices. The “31 Practices” programme encourages workers to be their best selves at work, and to engage through reminders and peer recognition. The company also revamped their leadership development program, with managers taking part in tailored training programs. The company’s strengthened leadership encourages communication between employees and improves their empowerment.

All leaders have undergone a training called ‘Becoming an inclusive leader’ to foster inclusion. Texthelp’s DEI Council runs disability awareness workshops and offers training on how to be more inclusive. Texthelp also offers its inclusive technology tools to employees and their family members, allowing them to perform their best.

Employee feedback is gathered through anonymous surveys, town hall meetings and other means. This has led to improvements in the business, such as remote work options, wellbeing sessions and improved family policies. Employee Resource Groups supported by the leadership have led to positive changes, making everyone feel valued and heard.

University of Bath and The TCM Group

The University of Bath improved employee satisfaction by introducing a Resolution Framework to address concerns about dignity and respect in the workplace. The RF was developed in collaboration with The TCM Group and offers a variety of methods for managing conflict, including informal discussions, team facilitation and mediation. Formal processes are still used when serious cases arise.

This new approach encourages staff to resolve problems through dialogue and behaviour focused strategies, creating a more positive workplace.

Since the introduction of the program, the university has seen an increase in early referrals and reports, as well as a substantial rise in the number of cases in 2022/23 when compared with the previous year. The effectiveness of resolution-based interventions has also increased, with 81% cases being resolved in the first half of 2023/24. This is a good sign, as it shows that the concerns are addressed sooner rather than ignored.

The RF had a strong impact on research teams where the dialogue-driven method helps maintain collaboration relationships that are essential for groundbreaking research. The HR process is now more trusted by employees, who feel more confident in speaking up. The university will continue to use the framework to improve research and institutional culture. It will also extend it to student policies, and encourage earlier intervention before issues escalate.