Congratulations to all of the small companies, big companies and not-for-profits who at end of last month were awarded their places on the Sunday Times Best Companies to Work For lists, 2014.
Having worked with a number of clients to help them achieve a ranking in previous years, we know at Employee Feedback just what it takes to receive the accolade and why the rewards it delivers are really deserved.
The rewards are manifold. With the Sunday Times Best Companies brand on your reception desk and website, your reputation as an employer shoots through the roof. New doors are opened for winning new business and your company’s ability to attract and retain high performing talent is significantly raised.
What’s more, through your score and your ranking, you gain public recognition of your standing against peers and competitors.
But what we’ve also discovered through our involvement in Best Companies is that on top of these benefits, companies committed to employee engagement quite often need a second set of insights into their business. As one client put it to us:
“The Best Companies survey directs your business towards a particular kind of culture and working environment. But there are issues specific to my company I need to know more about. So a separate survey that is shaped and defined by who we are, what we do and where we are on the journey of engagement is essential.”
We’ve been commissioned several times by companies who are already achieving great things on the Best Companies Index but who want to get a different perspective on engagement levels and performance in their business.
We’ve also been asked to integrate our questions with those of Best Companies, because clients have been working towards Best Companies accreditation or ranking. But nonetheless, the overall approach of our survey has been independent and has allowed companies to look at their business through a slightly different lens.
We’re told the flexibility of our survey approach and service is what’s key. We produce highly tailored surveys that probe a company’s individualised concerns, history and ambitions, at the same time as providing an assessment of engagement against some core criteria.
Chris Cooke, a client of ours who has worked as an interim Human Resources Director in several companies (currently RPMI, a leading pension scheme administrator) says of Best Companies and Employee Feedback:
“I like Best Companies because the survey has really good categories and is well worked out but also because of the profile it has, it makes it a really valuable tool for instigating change. I like Employee Feedback because they pick up on the vibe of an organisation and are really responsive. They connect with employees and managers well and demonstrate great integrity.”
We often promote Best Companies to our clients because of the power it has as a rallying cry to employees and managers alike. Where we know we can add to Best Companies is in our personalised and personal approach to surveying that comes from 25 plus years of experience and our training as occupational psychologists.
In the end, what we care about most is providing insights that are more than just numbers and helping clients make the right change happen. We believe our surveys and the Best Companies survey are very complementary tools for delivering both things.