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Employee Happiness
Article Index
Employee Happiness
1.1 The Workplace Happiness e-Book
1.2 Five Questions for Happiness at Work and Home
1.3 Happiness Is a Serious Business
1.4 Radio Podcasts for Engagement
2.1 Achieving high levels of employee happiness
2.2 The Least Loyal Employees
2.3 Best Companies to Work For
2.4 Which Companies Win on Employee Loyalty against Competitors?
2.5 Examples of Employee Happiness-related Awards Source and links
2.6 Biggest Companies Ranked on How Quickly Employees Jump Ship
3.1 Implementing a Martini Culture
3.2 Allied Irish Bank
3.3 Alcoa Power and Propulsion
3.4 Meeting the Public Services Challenge
3.5 Successful Employee Engagement by the NHS
4.1 Global Human Capital Trends 2016
4.2 The 10 Essential Pillars of Employee Engagement
4.3 Employee Wellbeing Leading to Engagement
5.1 7 Ways to Improve Employee Satisfaction
5.2 Designing Employee Engagement Activities for Your Business
5.3 Management Study Guide: On-line Education Provider
5.4 NHS Staff Engagement Toolkit
5.5 Enhancing Performance through Employee Engagement
5.6 Eleven Secrets to Keeping Employees Happy
6.1 Improving Employee Experience Using People Analytics
6.2 Happiness at Work
6.3 Is Employee Engagement Really Worth it?
6.4 What Workers REALLY Want
6.5 Workplace Health: Self-Assessment
6.6 40 Survey Questions You Can Use Right Now
6.7 The Global and Real-time State of Employee Engagement
6.8 Employee Surveys: The Complete Guide
6.9 Employee Engagement: Self-Assessment
6.10 Flexible Work Arrangements: Self-Assessment
7. What do business leaders say about employee happiness?


3.1 Implementing a ‘Martini Culture’ – Consumer Intelligence Limited


Source: engageforsuccess.org (date of information: 2014)
Link: Case Study: Implementing a ‘Martini Culture’
Application/Key Learning Points: This interesting case study from the Engage for Success website describes how the Head of Talent at Consumer Intelligence implemented a culture in which employees could work “any time, any place, anywhere”. A vision for the organisation was developed in which employees were free to work where and when they were most productive. The aim of the project was to develop and maintain an innovative, “start-up like culture” in order to create significant future growth. The outcomes included a reduction in voluntary turnover (from 17% in 2013 to 6% in 2014) and a significant increase in wellbeing (stress levels were reduced as people felt they had greater control over their work-life balance).
 

 

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