As far as our people management processes are concerned we aim to do the simple things well – for example:
- Provide clarity of role and responsibilities – and expectations of you.
- A twice per year performance review with your manager or supervisor – looking back, looking forward, discussing the ‘what’ and ‘how’ of performance and learning and development needs/plans.
- Open direct everyday conversations with your manager or supervisor
- Well planned orientation programmes where you are encouraged to seek out information and ask questions relevant to you and your new job.
- Competitive pay rates and in many cases performance related bonus plans
- Timely recognition for a job well done
- Using employee surveys to evaluate our strengths and weaknesses and level of progress – and using lessons learned to bring our facilities ever closer to being genuinely a great place to work.
- The opportunity to be involved in step by step improvements to get your workplace closer and closer to being free of accidents and environmental incident
- Investments in professional training in selling, manufacturing and technology – and in industrial marketing, financial understanding and strategy development
- Working as part of a focused, energised team of people – a sense of community, enjoyment and real team spirit