Hays Group research and publish regular UK salary guide which covers a broad cross section of sectors and markets.
Appropriate remuneration and compensation for staff at all levels is a vital consideration for mindful businesses. In markets that are competitive, salaries are always a key consideration, but it’s more than this. According to the salary guide, an appropriate package of rewards includes much more than base salary. Staff of today require flexible benefits according to their lifestyle outside of work.
Mindful companies need to listen carefully to both market trends and their own staff to ensure they stay abreast of changes. This is where the UK salary guide can offer a valuable insight into how the business is performing, benchmarked against other companies.
We are especially interested to hear about creative and innovate ways your business is rewarding the staff? If you are experiencing such rewards or you know a company that is, please share in the comments below.
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Within our organisation we have a range of mediums to encourage and praise our people.
We use a website which allows anyone within the organisation to give praise to anyone within the business. This is our way of allowing our people to encourage one another and recognise each others hard work.
We also have C-Stars, a form of reward for hard work, these work as points which allow us to claim shopping vouchers and experiences.
The other form of employee motivation that isn’t salary related and the one I personally can say is a fantastic initiative is our employee awards, this allows specially recognised people from within the organisation to attend an awards ceremony to recognise their hard work.
I am proud to say that our company puts its people first and encourages them to be the best that they can be.
This sounds really positive and makes a clear difference to staff morale. Does the organisation have any measures as evidence of the tangible difference? Staff satisfaction, reduced staff turnover etc.? That would be a great case study…
In our company, we recognize that some of our most vital departments within the wider customer experience team are paid the least. For example our customer service specialists receive a salary that while mirrored with industry standards, is not sufficient to retain staff and keep them engaged with the business.
Our organisation therefore offers a significant amount of flexibility when working. This can range from the re-arranging of working hours to working remotely from home.
As the department is on the front line of customer communications in most cases, specialists are also incentivised with rewards mainly consisting of Amazon gift cards depending on performance within the team. A bonus scheme was taken into consideration however the prospect of a taxable bonus didn’t appeal as much as a gift card.
All in all, the reward scheme and flexible working has developed a more sustainable team but also a more fun and competitive team, who are ultimately now more willing to go the extra mile for the customer, as it is in their own interest to do so.