drewberry brochure 2009
DESCRIPTION
Drewberry Corporate Brochure, the employee engagement & research consultancy, focusing on services covering employee opinion, employee reward and employee communication.TRANSCRIPT
Solution2009
employee engagement | employee opinon | employee reward | employee communication
D R E W B E R R Y .
motivate your employees 3
working together 4
introduction 5
proposition 6
satisfaction & loyalty 7
satisfaction & loyalty key topics 8
remuneration & reward 9
remuneration & reward key benefits 10
communication & culture 11
communication & culture examples 12
grounded in research 13
contact 14
2
contents .
D R E W B E R R Y .
Your employees.
Talented people, unlike business models or your
products, cannot be imitated. The key to any
organisation’s success is attracting and retaining
talented, engaged people at all levels within the
business. An engaged employee is motivated and
productive and will continue to generate results
for your organisation.
In these difficult times, it is more important than
ever to work hard to keep your employees
motivated. Nothing chips away at enthusiasm like
worries about money, job security, or the stress of
having to take on the additional work due to a
downsized workforce. While it is understandable,
waning morale can push your organisation into a
downward spiral.
what is your one unique asset?
One of the greatest factors in boosting morale and
workplace productivity is creating a positive
environment in which employees feel recognised
and appreciated. We consistently find that
organisations who
understandinspiregrowinvolvereward
their employees are the same successful
employers that get the most from their workforce.
We can help you to understand your workforce,
and the factors that... and ultimately unlock your
employees' discretionary effort and desire to
contribute to the future of your organisation.
3
motivate your employees .
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
easing the pains of a growing organisation
Advancing the way you reward your employees in line with the growth of your organisation.
Benchmarking your organisation against current and future competitors.
Understanding your employees key motivators.
Identify seeds of doubt, preventing minor issues turning into big problems.
Developing your ever changing culture.
enhancing the effectiveness of a merger or acquisition
Sculpting a positive integrated culture and reward structure to create a diligent workforce.
Understanding the cultural differences between the organisations.
Understanding your employees key motivators.
Recognising the key drivers of a truly successful integration.
enabling organisation to find growth prospects
Find out what stimulates your employees and what keeps them from moving on.
Finding new opportunities to increase efficiency from the ground up.
Realise employees awareness of company objectives and direction.
Resolve issues and build on ideas to help drive the business forward.
working together .
4
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
Our aim at Drewberry is to help you
understand and motivate your employees
better. A truly engaged workforce hugely
increases productivity and ultimately drives
up your bottom line.
In order to achieve this The Drewberry
Research team have designed three tiers of
engagement model.
satisfaction & loyalty tier 1Understand what motivates your employees.
remuneration & reward tier 2Incentivise to perform with a tailored
employee reward & benefits scheme.
communication & culture tier 3Wrap all this with clear communication and
a stimulating culture and you are likely to be
getting the upmost from your workforce.
We aim to help you the business leader fulfil
these objectives with our experience in
capturing employee opinion, reward design
and broking and the creation of engaging
communication material.
5
flow of engagement
introduction .
.
drewberryltd.com
+44 (0) 800 612 7897
diligent engaged workforce
improved business performance
positive corporate brand & image
customer satisfaction & loyalty
1
4
3
2
three tiers of engagement
D R E W B E R R Y .
Grounded in research the three tiers of
engagement model has been designed to help
you utilise your only truly unique asset, your
employees.
Combining services to better understand, reward
and communicate with your employee’s we can
work together to help you attract, retain and
continually motivate and inspire your top talent.
satisfaction & loyalty
With the first tier we aim to help you better
understand what makes your employees tick.
Using innovative methods of capturing and
analysing employee opinion we can begin to
understand what motivates and inspires your
employees to perform at their best.
survey | design | build | analyse | focus groups
remuneration & reward
We can help you design and tailor your employee
reward & benefits scheme. The key focus being
relevance and value for money, efficient reward.
Together, we will design an employee benefits
scheme which is tailored to your employee
demographic, culture and business objectives
whilst working with providers to get the most out
of your spend.
communication & culture
The final tier, bringing all together is
the communication strategy. Having spent time
listening to the opinions of your employees and
having devised a tailored employee reward &
benefits scheme incentivising them to perform, it
is vital to communicate improvements you are
making in an engaging manner, ultimately to
promote the future success of your organisation.
Remember engagement is a two-way process.
6
proposition .
.
drewberryltd.com
+44 (0) 800 612 7897
the three tiers of engagement
D R E W B E R R Y .
We correlate and cross-tabulate responses to
uncover important relationships between
employee loyalty, motivation and productivity,
and your organisations policies and objectives.
Regression analysis assists in understanding the
most cost-effective initiatives which will have the
greatest impact on improving employee attributes
such as loyalty and productivity.
focus groups
We can deliver focus groups which will enable
participants to share their thoughts, feelings and
attitudes. A consultant will guide the 6 to 12
attendees through key topics including those you
have requested be discussed and/or if a survey
has taken place any red flag issues which were
raised.
Based on the results of the survey and/or
feedback from focus groups we produce a bespoke
report, based on your requirements, which is clear
and concise, and ready to present to your
business leaders.
survey
We provide a professional, robust, user friendly
online solution from full employee engagement
and satisfaction surveys to exit/retention surveys.
Our online surveys are tailored to your
organisations needs and include:
analysis
Once the survey responses have been collated we
use advanced quantitative methods to evaluate
the datasets.
7
bespoke survey design
personalised email campaigns
randomised questioning
branched questioning
comprehensive question types
tailored branding & communication
satisfaction & loyalty .
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
key topics for discussion
8
How do employees feel expressing ideas to their leaders?
Do employees feel leaders always relay relevant business information?
To what degree do employees like working at your organisation?
What importance do employees place on the future of your organisation?
What is the employees perception of quality job-related training?
What opportunities are employees aware of to learn additional skills?
How do employees perceive their leaders, as honest, fair and ethical?
Do employees feel the business leaders inspire and motivate the workforce?
To what extent do employees believe there are opportunities to grow and advance
into positions with more responsibility?
Are employees satisfied with their reward package?
Do employees believe their reward package is competitive against the market?
Are employees voices heard and ideas used when organisational decisions are made?
Do employees perceive they can make decisions that affect their work?
Do employees feel their leaders recognise a job well done?
Is positive feedback issued accordingly by the employee’s leader?
communication
culture
development
business
leaders
opportunities
pay & benefits
empowerment
recognition
satisfaction & loyalty .
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
Are you making the most of the tax efficiencies available?
Are the premiums charged for providing the benefits competitive?
benefit harmonisationDue to mergers and acquisitions, changing
complex grading structures and legacy policy
changes your organisation may well have a variety
of legacy benefit rules and providers making
administration and communication of your
benefits program cumbersome.
Together we can harmonise your benefits program
with the aim of creating a simple, cost-effective
strategy.
Reduces costs due to economies of scale in grouping employees under single insurance policies.
Simplify your communication strategy.
Reduce your benefit administration.
Build unity within your organisation.
benefit broking
We at Drewberry believe given the investment
that is made into employee benefits, it is key to
make that spend efficient.
There are many factors that determine how you
structure your employee benefits scheme. We can
guide you step-by-step through the process of
designing and broking a cost-effective employee
benefits scheme appropriate to your organisations
and your employee's needs.
Smart broking of your policies is one of the easiest
ways to make savings to free-up more of your
reward spend. Our aim is to help you utilise the
tax efficiencies available whilst making sure the
benefit provision is at the most competitive rates.
Do your employee’s value all the benefits offered?
Are the benefits you provide appropriate to the needs of your workforce?
Are the benefits you provide competitive in your industry?
9
reward & remuneration .
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
lifestyle
cycle-to-work
childcare vouchers
flexible holiday
discounted london dining
discounted shopping portal
gym membership
give as you earn
Every day benefits to help with your employee’s every day costs.
These benefits are very popular with employees as they can see
tangible savings on a regular basis. With such benefits touching on
your employee’s everyday lives and being inexpensive to introduce
and administer they are a quick win in terms of Kudos. With the likes
of Childcare, Cycle-to-Work and Flexible Holiday there are also
potential savings to be made for you the employer.
wellbeing
treatment cash plan
dental insurance
private medical insurance
employee assistance program
health assessments
Health and wellbeing benefits can play a key role in your
organisations long-term strategy to improve employee productivity
and wellbeing whilst helping to drive down the number of days
absence in a year. Making efficient use of your reward spend there
are clever ways in which we can combine these benefits enabling you
to provide a well-rounded health and wellbeing strategy.
protection
critical illness cover
income protection
life assurance
travel insurance
personal accident insurance
Benefits that provide piece of mind for you and your employee’s.
Whether it is helping employees in the case of an accident or with a
long term illness these benefits play a key role in creating a complete
reward package. With the insurance market always changing it is key
to keep these benefits under review to ensure your rates and service
are competitive.
reward & remuneration .
10
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
Design a powerful and effective employee
communication strategy supporting and
developing your employer/internal brand
and core values.
Increase employee understanding of their
reward & benefits and the investment your
organisation makes in their employment.
Maximise your return on investment.
Develop employee engagement with year
round targeted communication
However brilliant your employee understanding
and focus without engaging communication all the
hard work you have put in is easily lost. To obtain
the greatest perceived value of your spend it is so
important to make a visual impact on your
employees, making the communication relevant to
your employee's as individuals.
It is vital for us to understand you as an
organisation, your culture, your people and the
vision for the future of your organisation. Working
together we can create a targeted communication
strategy with a tailored mix of media to achieve
your communication objectives.
From a new starter induction guide or internal
newsletter to a fully flexible employee benefits
scheme, together we can enhance your
communication strategy with the design of
bespoke offline and online
employee communication maximising the
perceived value of your spend and strengthening
your employer/internal brand and core values.
11
communication & culture .
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
example design
12
communication & culture .
We whole heartedly believe in the service we deliver and thus our communication strategy starts at home,
below are some examples of the drewberry communication which we use to motivate our employees and
show them how much we appreciate their efforts.
total reward statements | employee handbook | executive reward | benefit harmonisation | newsletter
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drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
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grounded in research .
At Drewberry our methodology is firmly grounded
in research. The table below highlights the key
drivers of employee engagement as defined by
respected employee research bodies the
Chartered Institute of Personnel & Development
(CIPD) and the Institute of Employment Studies
(IES).
key drivers of employee engagement
“Too many organisations focus on what the
customer thinks – to the exclusion of what the
employee thinks. Organisations are more likely to
be growing if the employee's opinion of the
organisation is better than that of the customer.”
Harvard Business Review 2007
“The positive linkages which research has found
between employee engagement, advocacy,
performance and intention to quit mean that it is
in employers’ interests to drive up levels of
engagement amongst their workforce.”
Chartered Institute of Personnel & Development
Business performance gains of between 30% and
40% can be realised by organisations whose
employees feel highly committed and engaged in
their work. Great Place to Work Institute
Involvement in decision making.
Freedom to voice ideas, to which managers listen.
Feeling enabled to perform well.
Having opportunities to develop the job role.
Feeling well-informed about what is happening in the organisation.
Feeling the organisation is concerned for my wellbeing
.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .
+44 (0) 800 612 7897
www.drewberryltd.com
88-90 hatton garden
the city
london
ec1n 8pn
13
contact .
© Drewberry . 2009
All rights reserved
Registered in England and Wales
Company Number 6675912
Drewberry Limited is an appointed representative
of Chase Templeton Limited authorised and
regulated by the Financial Services Authority
Firm Reference Number 311612.
drewberryltd.com
+44 (0) 800 612 7897
[email protected] D R E W B E R R Y .