Opus Energy was founded in 2002 as an independent business energy supplier. The company has grown from being a start up company into the UK’s leading independent business gas and electricity supplier. Playing a key role in this success is the commitment and enthusiasm of its employees and Opus Energy’s HR Manager, Rebecca Knape, offers some helpful advice on motivating staff – even if you are on a budget…
1. Communicate effectively
An intranet system can be maintained at minimal cost and used to update everyone on company progress, news and events so that everyone feels connected. It can create an inclusive environment through regular company update meetings where any excellent work can be recognised in front of the wider company.
2. Set personal as well as business challenges
Encourage employees to step outside of their usual comfort zone in a non-business environment – for example the ‘Opus Challenge’ programme gives everyone access to organised events like sponsored walks and charity fun days. Choosing local charity’s enables employees to make a difference close to home thus strengthening ties within the community.
3. Keep up some healthy competition
Setting team and individual targets helps align work output with strategic business’ objectives, and can also be an opportunity to reward employees for good work – using small gestures such as awarding a box of chocolates or a bottle of wine. Or be creative – some team leaders for example, give ‘2 hours off’ vouchers.
4. Invest time in before tax schemes
Different incentives and benefits are attractive to, and motivate different individuals – and companies of any size can sign up for before tax benefit schemes including ‘cycle to work’ or ‘childcare voucher’ scheme. These options require a time rather than financial investment from your company.
5. Be flexible
To keep happy staff over the long term, try and provide a flexible working environment that can accommodate the changing interests of your employees. For example, 48% of Opus Energy’s long serving employees are now in a different role than when they first joined – this allows employees to develop their own career path within the company, without feeling frustrated by certain job limitations and looking for a new role outside of the company.
6. Give employees control over their own destiny
Employees should feel like they have control over their career development – Show them that the company can support their development as far as their want to go – this results in better trained, more motivated and loyal employees.
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Source: Opus Energy (News)
Tags: business utilities
