firmus energy Des Brown Head of Marketing and Customer Operations

Transcription

1 firmus energy Des Brown Head of Marketing and Customer Operations

2 firmus energy An emotionally intelligent company firmus energy page 2

3 Des Brown Head of Marketing & Customer Operations firmus energy page 3

4 firmus energy page 4

5 An Emotionally Intelligent Company A little bit about firmus established in 2005 values based company culture local company with over 90 staff circa 500 subcontractors, agencies firmus energy page 5

6 An Emotionally Intelligent Company A little bit about firmus Ten Towns since km of gas mains, 85m investment to date 65,000 properties passed, 21,000 customers Belfast since ,000 customers firmus energy page 6

7 An Emotionally Intelligent Company what was happening? What did we do? How did we do it? Results firmus energy page 7

8 An Emotionally Intelligent Company what was happening? New markets Belfast supply and electricity New SMT New General Manager New Head of Marketing New Head of Sales New Financial Controller New Head of Regulation and Pricing Head of Engineering Absence increasing Morale and engagement Managers under pressure firmus energy page 8

9 An Emotionally Intelligent Company What did we do? What were we looking to achieve? Who had the experience, knowledge and ability to develop and deliver what we wanted to achieve? Did the process fit with our brand values? firmus energy page 9

10 An Emotionally Intelligent Company How did we do it? How did we approach it? What problems or issues did we uncover? How was the programme received? What happened next? firmus energy page 10

11 An Emotionally Intelligent Company Results firmus energy page 11

12 Gallup and firmus Results firmus energy page 12

13 Gallup and firmus World class Current Avge Results firmus energy page 13

14 An Emotionally Intelligent Company Questions? firmus energy page 14

15 Antrim Borough Council Elaine Magee Assistant Director HR Diane Irwin Health, Safety & Wellbeing Advisor

16 Raising Resilience Protecting Mental Health at Work Elaine Magee Assistant Director HR Diane Irwin Health, Safety & Wellbeing Advisor 26 February 2014

17 The Council Delivers wide range of public services to local community 315 staff ( and 50 casual) Corporate themes: Community, Environment, Economy & Excellence Corporate Values: Integrity, Respect, Responsibility and Innovation

18 Enter a place for all slide

19 Health, Safety & Wellbeing Strategy Vision: To provide a healthy and safety work environment for all employees which will contribute to improving overall quality of life

20 Key Strategic Strands Culture Competence Communication Creativity

21 Well-being Programme An integrated, holistic, Well-being Programme was developed incorporating several innovations. Key aims: 1. Reduce absenteeism 2. Improve quality of live 3. Deliver excellence in services

22 3 KEYS TO SUCCESS: 1. Innovative Work-Life Balance Policy Introduced 2. Individually tailored Well being Action Plans introduced 3. Coaching Culture embedded Common themes: Individual therefore sustainable Partnership (line manager, employee, HR) Integration/Holistic Approach

23 What do we deliver?

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26 What does this mean for the organisation? Average days lost due to absence reduced by one working week per employee over a 3 year period Savings of over 300,000 (absence, occupational health, flexible working) Accredited Employer of Choice since 2006 Innovation Award for Work Life Balance Policy 2007

27 What does this mean for the organisation? Investors in People accreditation 2014 & Good Practice Award for Health & Wellbeing Finalists for NILGA Awards 2014 HR Services category

28 What does this mean for the organisation? Finalists for Irish News Awards(2013) and National CIPD Awards (2012 & 2013) Best Companies Ones To Watch 2012

29 What does this mean for the organisation? Accredited Employer for Disability 2012 First Council to have employees accredited by EFDNI as Disability Positive 2014

30 What does this mean for the organisation? Recognised for best practice in health & wellbeing and work-life balance Recognised by HSENI for excellence in health and safety management In our view ABC continues to provide an excellent health and well-being commitment to its staff and fully satisfies all requirements of HSENI in this area and to the management of workplace stress. World Mental Health Day 2013 (Carecall)

31 What does this mean for our staff? Our survey results revealed the following top 5 strengths: 93% believe staff relationships are good 90% read Talkabout (staff magazine) 89% believe their manager has an open door approach 87% believe Council values staff 85% believe Talkback boxes are good for forwarding ideas 33% of staff on worklife balance arrangements

32 Enter a place for all slide

33 Questions?

34 Thank you

35 Protecting Mental Health Louise Magee Human Resource Manager

36 Protecting Mental Health Allstate Northern Ireland Allstate Northern Ireland Limited Proprietary and Confidential

37 Who are Allstate NI? Allstate NI is focused on delivering high quality customer service and has a proven track record of delivering on-time, high quality IT & business solutions at a globally competitive price. Allstate Northern Ireland Limited Proprietary and Confidential

38 Protecting Mental Health Allstate NI are committed to promoting positive mental health in both the work place and home life of our employees Over the years we ve dealt with various employees in respect of mental health situations which people are experiencing either due to a work situation or personal situation. As an organization we re conscious of the increase in mental health problems as a society in general and we realise this may impact a percentage of our employees at some stage in their career with Allstate NI. This presentation will focus on two aspects:- How we have evolved our practices in wellbeing strategies to become more innovative by providing training and awareness to employees at all levels How we deal with individual cases to ensure employees have the coping mechanisms and the support they need when dealing with mental health issues.

39 Energy for Life Energy for Life was born from our US counterparts Its based on 30 years of research on energy management by the Human Performance Institute in Florida. So What is Energy for Life? It s a day and a half programme delivered by qualified Allstate coaches from the US who have expertise in Nutrition, Physical Fitness and Workshop Facilitation. It s aimed at all employees and since its launch in 2013, 665 employees in Northern Ireland have completed the course with a further 500 in 2014.

40 Energy for Life With Energy for Life the aim is for people to:- Understand how nutrition, exercise, and stress impact their mental, emotional and physical energy Expand their capacity to perform in high-pressure environments without compromising health and wellbeing Learn to manage energy more effectively through movement, and exercise, recovery, sleep, attitude and stress management Explore their person purpose and create a training mission

41 Energy for Life, What They Say. What our Northern Ireland employees have said about their Energy for Life experience Brilliant course that can help you make sustainable life changes! In all honesty, this has been the most personally fulfilling personal development class I have ever attended. More than I expected- I wanted to cope with stress but I learnt much more than th This was the course with the most practical application to everyday life that I ve been on

42 Energy for Life A Continuous Journey

43 Suicide & Mental Awareness Training This was born out of an employee led initiative Dragon s Den ANIbody was in conjunction with PIPs who are a Suicide and Mental Health charity in Belfast. At team manager level there is more to the role than the operational side, they also deal with the personal aspect not to become experts in mental health but to equip them with the skills to recognize changes in behaviours, or provide the right guidance. 170 Managers were trained and has now been rolled out to employees. Areas covered by PIPs in the course are:- Understanding Suicide Understanding who s at risk Understanding stress Understanding depression Identify the signs Know who can help

44 Suicide & Mental Awareness Training This was born out of an employee led initiative Dragon s Den ANIbody was in conjunction with PIPs who are a Suicide and Mental Health charity in Belfast. At team manager level there is more to the role than the operational side, they also deal with the personal aspect not to become experts in mental health but to equip them with the skills to recognize changes in behaviours, or provide the right guidance. 170 Managers were trained and has now been rolled out to employees. Areas covered by PIPs in the course are:- Understanding Suicide Understanding who s at risk Understanding stress Understanding depression Identify the signs Know who can help

45 Individual Cases In our experience in dealing with employees with mental health issues, no two cases are the same, each one will be dealt with in a different way Our experience is to follow the employee s lead respect how they wish to handle it, some are more private, others more open We ve engaged with Action Mental Health and leveraged their expertise in assisting employees back to work due to a long term absence Action Mental put a plan in place, how its to be reviewed, and they meet regularly off site with the employee The action mental health plan is about gentle guidance but also helping the employer understand the needs of the individual and how these can be supported in the workplace.

46 Individual Cases Not all cases will result in a period of sickness, some employees have approached their Team Manager or HR to look for guidance:- Know our limitations Provide guidance and support We ve offered reduced hours, counselling through private healthcare, periods of unpaid leave and career breaks, facilitated home working. Put a plan in place with the Team Manager that they meet on a weekly basis to review workload, how the person is coping in general and how we support them

47 Increased Employee Engagement It is hoped that with all the initiatives we put in place, including the wider physical aspects of employee wellbeing that employees will see Allstate as a great place to work Over the years our sickness levels have reduced to 2.71 days per employee, which is lower than the industry average. Our 2013 attrition was one of the lowest at 7.1%, lower than the industry standard Our year end 2013 employee engagement survey is at 94% of general overall satisfaction. 93% stated that they are motivated to contribute to the success of Allstate NI 92% stating they are proud to work for Allstate NI.

48 Questions & Answers

49 Thank you

50 Promoting wellbeing in BioKinetic Europe Ltd Janice Flanigan Human Resource Officer

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52 BioKinetic Europe Ltd. Staff Doctors Nurses and Clinic Assistants Clinical Operations Pharmacists Quality Assurance/Regulatory Affairs Data Specialists Recruitment Specialists Finance/Human Resources & Administration

53 Promoting wellbeing in BioKinetic Europe Ltd. Company Policies Work/Life balance initiatives tailored to the individual employee

54 Promoting wellbeing in BioKinetic Europe Ltd. Teambuilding activities Line Management responsibilities Independent Employee Assistance Programme

55 Benefits Reduced turnover rates Lower staff absence rates Fewer employees on long term sickness due to mental health related illnesses Acts as a staff motivator

56 Financial constraints Challenges. Limited human resources Time constraints Limited knowledge/understanding of mental health wellbeing

57 Contact Details: Janice Flanigan, Human Resource Officer

58 Thank you