The company has maintained its annual £1 million investment in learning and development initiatives, regardless of market conditions, and strives to provide all staff with training and development throughout their career with the company.
Wates developed a framework of development plans for all staff incorporating personal and technical development (for sales, commercial, design, IT and respect for people, among other topics), professional development and memberships (professional qualifications), leadership and management strategies, as well as coaching and mentoring teams. Everyone in the company who is on a talent management programme, from trainees right through to senior management, is provided with a senior mentor who can support them through their personal and career development. At the same time, staff are encouraged and supported to take personal responsibility for their own career development.
About £300,000 is invested each year in professional qualifications and staff are allowed three days every year for formal training, with a £421 average spend per person. In 2010 alone, 6,036 days worth of training to 2,000 staff were delivered.
In 2010, the company took L&D up a gear with the launches of: a leadership programme as part of a succession plan for the future; a learning academy for its project managers; six one-day sales workshops; a customer service programme (leading to a Level 3 NVQ qualification); and a health and safety training programme.
Wates attributes the achievements - the fact 60% of senior managers are appointed internally, 91% employee engagement and 200 annual internal promotions - to its investments in development of employees.
Judges praised the entry as being much more than 'style over substance'. The panel recognised the broad strategy Wates had put in place, with 'a bit more gloss' going on.
Judges said: "Mentoring stands out, apprentices stand out, management buy-in stands out. The business is using L&D to move forward and the future focus is impressive."
Finally, the judges were impressed that the L&D link to business strategy was clear - profit per employee has risen from £15,700 per employee in 2006 to £19,600 in 2010.
Finalists
McDonald's
RS Components
Trader Media Group
Travis Perkins
