Employer of the year awards sponsored by Motor Trade Selection
Exit interviews with all departing employees which help gather feedback and make improvements is just one way in which Motability Operations has increased its staff retention by 5% to almost 90% over the past five years.
Retention has also risen thanks to raising awareness externally of the company and generating
better understanding of its employment proposition, including opportunities, competitive pay
Motability Operations management believes that engagement of employees drives strong business performance, is at the heart of excellent customer service and forms good relationships with suppliers.
Its regular employee survey has seen its results become strong over the past three years as the company has listened to staff and taken steps to improve levels of engagement and satisfaction.
Management runs roadshows at least twice a year to update staff on the organisation’s strategic direction and performance.
It also meets regularly with elected employee representatives and HR to consult on company strategy, performance and, in particular, changes which may impact employees.
Motability Operations offers flexible working and has a subsidised staff restaurant, showers and restrooms with televisions on site.
Staff are encouraged to develop their full potential through building practical experience and increasing levels of responsibility in the workplace, as well as more formal training programmes addressing specific skills.
It has a programme to identify and nurture high-flyers.
Company induction courses are run for all employees shortly after joining. Following this, Motability Operations supports employees undertaking further education, both financially and with time-off for exams.
Leaders prepare annual training plans and budgets based on business need and future development of employees.
Succession plans are in place for key positions and these workers are actively developed to be ready to take on bigger roles.
A graduate programme was introduced in 2005.
Graduates who have joined the company undertake roles in at least three departments. It aims to fast-track the graduates to gain exposure to all areas and develop leadership and technical skills.
The performance appraisal process for all staff strives to reward and motivate high performers. The business ultimately rewards employees with a can-do outlook who deliver results and live its values.
- Gilder Group
- Norton Way Motors
- Solus Norwich Union
Read full coverage of the AM Awards in the 6 March 09 issue of AM. To subscribe to AM magazine click here or call 01733 468659.