There are a lot of ways we can make our people feel valued, reward them for their effort and loyalty, and make their working day as stress free and productive as possible. Some of the measures we’ve introduced include:
Making a positive impact on our people’s wellbeing increases workplace morale, productivity and innovation. And because they spend a significant part of their lives working, we try to give our people choices around their work, and support for other aspects of their lives. These include allowing flexible work arrangements, and creating supportive work environments where people are encouraged to speak up.
Beyond their job description, we offer our people the chance to participate in events that promote healthy lifestyle choices, and access to an Employee Assistance Programme available for all them and their families, providing confidential counselling and support.
And because we know that ‘giving back’ can have a positive effect on the giver as well as the receiver, we encourage our people to get involved with or Employee Volunteer programme, which gives them an opportunity to engage with their local community and provide valuable assistance.
One of the ways we show people our appreciation for their efforts and their loyalty, and which helps to inspire them, is our programme to invite eligible permanent employees to participate in our employee share ownership plan. The shares are given to our invitees at no charge, so they literally take ownership of their – and our – future success. We find that it gives them a new perspective on their own value and contribution, and inspires them to do even better.
Building a culture that encourages people to live our values is about truly connecting with each other and having real conversations. Where expectations are clear, we work together to solve problems and give each other feedback so that we can continuously learn and improve.
Our performance and development programme, [email protected], is open to everyone, and it opens up a forum where regular conversations between line managers and their teams are key. Everyone is free to offer their opinion and their feedback without fear, and it creates a genuine dialogue that can lead to positive change.
Short-term incentive or bonus payments paid as cash are part of our approach to rewarding outstanding performance. People who meet targets and objectives that have been agreed with their team leaders and managers may be eligible for such rewards, and the value of the payment is calculated on a combination of both company and individual performance.
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