Member News

Pioneers of high quality affordable housing and community involvement, Luminus Group, has an employee engagement strategy to be very proud of. It is also very ambitious.

The Huntingdon-based organisation aims to not only provide a positive working environment, but it also aims to influence a cultural transformation in wider society.

Through a forward-thinking approach, Group CEO, Dr Chan Abraham, wants to help mend so-called ‘broken Britain’ by promoting a culture of learning, development and sincerity. And he has begun in his own organisation. It is this visionary work that won Luminus a Best Employer award for Employees Values.

Visionary and holistic Dr Abraham believes his aspirations can become reality by building a positive and supportive culture across all aspects of work, and one that inspires employees, their families, other employers, and broader communities. He explains: “Our employees actively demonstrate our infectious enthusiasm as part of an organisation that aims to change the world and put our ethos into practice in everyday life.”

“If we can generate a critical mass among employers in the UK to do the same, we will be a nation moving towards renewal,” he added.

Enabling employees to develop and contribute

Luminus invests in its people on all levels – from junior recruits to its senior management. Its Leadership Academy provides intensive coaching on how to become an effective manager and leader, and staff are encouraged to contribute ideas. ‘Take it the Top’ provides employees with an opportunity to book a one-to-one meeting with Dr Abraham when they can sit with him to discuss any issues. Luminus managers also operate an open-door policy.

On the social side, staff have great opportunities to let their hair down: ‘Luminus has Got Talent’, a children’s Christmas party, quiz nights, and an annual carol service bring people, and often their families, together throughout the year.

“Luminus provides more than a job,” says Dr Abraham. “We provide an opportunity to be part of a family, a place where employees are valued, engaged and part of a winning team, and a vision for a future of shared values, goals and dreams.”

Benefits of the Best Employer award Despite its successful long-standing engagement strategy Luminus still enjoyed the benefits of the Employee Values award including the positive impact on recruitment.

Dr Abraham says: “The Best Employer survey and subsequent award was an excellent way to move forward with our employee engagement strategy. We announced the win at one of our conferences and featured it in our regular news video. Our staff were thrilled and greatly encouraged with further independent evidence that they work for an organisation that takes their views seriously.”

Advice for other Best Employer award hopefuls Not stopping at the achievements to date, employees at Luminus are taking part in the survey again this year. With such an outstanding track record in engagement Luminus is well-placed to offer advice to other employers. Dr Abraham suggests: “Invest in your leadership. Our managers really do engage with our people, helping them make a real difference in the communities we serve.”

For more information contact Pure Resourcing Solution’s Marketing Manager, Anna Hill, on: 01223 209888 or Anna.Hill@prs.uk.com.

Trading nappies for networking is hard enough when your children are little but that move from babies to business becomes even more difficult as time passes. The reality is that you can’t ‘get back’ to your previous job; but what you can do is ‘re-launch’.

Re-launching your career after a period at home caring for children or relatives or perhaps after an illness is tough – but it is possible. It will be different as you are different and it is likely the job and industry you were in previously is different. This 8-Step Re-launch Plan will help you focus and be determined to find the right job for the new you.

Step 1: First face your internal saboteurs

You’re not alone having some major emotional hurdles to deal with. Maybe it’s guilt or perhaps you’re overwhelmed by the whole idea due to lack of confidence. Whatever your personal saboteurs are, write them down and find actions and support from friends, family and professionals to address them. They won’t go away unless you face them as the true barriers you have to overcome. Don’t let them sabotage you and perhaps stop you even getting to…

Step 2: Determining what you want

Reassess where you are and what you want to do; think about what you’ve done before, what you liked and disliked and why. It’s easier to return to an area you know about (i.e. similar function or business sector) but don’t worry about how your likes and dislikes manifest themselves in work yet – just mentally keep hold of the positive work related elements which you enjoyed and make sure these are reflected in your CV and conversations.

But do be realistic. Consider the three key areas of money, time and responsibility (or job function or fulfilment). It is unlikely that you’re going to (initially) get a high paid job working part-time having been out of the work force for a few years. Be ready to compromise on one of these areas in your re-launch; see your ‘first’ job as a stepping stone just as you did when you first started working.

Being clear about what you want will keep your activity focused. Go back to your list when you feel your motivation dipping.

Step 3: Reconnect with ‘work time’

You’ve made the decision to return to work and your ‘work’ is now getting a job. You need to create ‘work time’ in your day to give you time to take action.

Get support: Connect with others in your situation to provide emotional support and networking. If you’re returning after child caring make sure you have your childcare plans in place or arrange child care swops with people in similar situations. Make sure you share domestic tasks with your partner.

Build a plan: Give yourself weekly objectives in different areas e.g. reviewing or developing skills, researching organisations or people. And make sure to give yourself credit for completing them!

Step 4: Update your CV and refresh your skills

Reflect on your previous experience and remember that the work, even from a number of years ago provides you with relevant knowledge. Refresh your mind about what was good so you can talk confidently about it. Look at activity you’ve done during your career break and shape its inclusion in a work relevant way. For example ‘Doubled school fundraising income within two years’, or ‘Established community communications for local charity’. In addition, schedule time into your plan to refresh your skills; research training courses, conferences and webinars – there are many free on-line resources to support you.

Step 5: Rewire your Network

Think on-line dating looks tame compared to ‘putting yourself out there’ again in the job market? Go back to Step 1 – don’t let your internal saboteur hold you back. Kick start and expand: Write up a list of all the people you know and research networking groups and companies which may be relevant to you. Spend some time understanding how to get the most out of LinkedIn. www.camclustermap.com is a great tool to show how you can be connected to different people in Cambridge organisations using LinkedIn. Set yourself networking objectives e.g. ‘each week I will attend one network meeting and contact three people from my list.’ Cambridge is awash with networking groups and I guarantee you’ll find people in a similar situation as yourself who will be able to put you in contact with other people and groups.

Pitch: prepare a 30 second ‘pitch’ of what you are looking for and what qualifies you to be looking for that role. Remember, you’re not asking people for a job – just if they know someone who could help. Treat every new contact as a potential recruiter; sound and look the part. Review each contact and adjust your approach.

Step 6: Think differently

Do consider part time, interim or freelance work. It adds to your recent experience, your skill development and contact base. If you’re not volunteering then start, and get at least three different organisations on your CV. This will extend your network and refresh your softer skills of managing people and tasks – as well as building your confidence.

Step 7: Prepare for Interview

Research organisations and prepare your answers for questions. Use your network of contacts to practise your answers. Specifically address how you’re going to handle your ‘career gap’. It wasn’t an unreasonable choice and you don’t need to defend it. Acknowledge it … ‘during (dates) I chose to stay at home to care for my children…’ and then move on … ‘and now I’m returning to work …’, and explain why you are the person they should be employing. Focus on the job in hand.

Step 8: Stay on the road

You’ll be successful but only if you commit to your plan, put the time in and be both persistent and patient. Be confidently persuasive – with yourself. Keep your 8-Step re-launch notes and refer back to them to make sure you keep on track.

Good luck. And do contact me if you think I can help.

dave.culley@prs.uk.com

Work has started at new centre for bereaved children’s charity, Nelson’s Journey.

The Daniel Connal Partnership are delighted to be assisting this fantastic Norfolk charity with project monitoring services for the construction of their new building. Nelson’s Journey has been operating for 16 years and provides a service for children up to the age of 17 who have experienced the death of a significant person in their life.

It aims to improve the emotional wellbeing of bereaved children by increasing their confidence and self belief, providing education about the causes of death and letting families talk openly about bereavement. It also gives chances to remember those who have died and help children to express and understand their emotions.

The child bereavement organisation started fundraising for its new home, Smiles House, in 2012 – to create a purpose-built welcoming environment where children and young people could receive support.

Based at the Octagon Business Park in Little Plumstead, the building will also have space for support groups and families and provide accommodation for training professionals who work with children and might need bereavement guidance.

The ground floor will be dedicated to services supporting young people and their families and will include two one-to-one therapy rooms, a resource library and a “chill-out” area.

The first floor will accommodate the administration, fundraising and marketing teams and the chief executive.

The Daniel Connal Partnership has been advising the Charity on the proposals, assisting with the legal agreement and will monitor construction to ensure it meets the requirements of Nelson’s Journey

NORWICH, Monday 2nd June 2014 – OSKA Travel to repeat last year’s Turkey flight programme After last year’s successful launch of its charter flight programme to Antalya, Turkey, specialised tour operator OSKA Travel has just announced 4 new departure dates for Turkey trips in 2014 and 2015 from Norwich International Airport.

Andreas F. Forsthuber, director of OSKA Travel, said: “We have been delighted by the amount of positive feedback we received after the 2013 programme and we had many requests by travellers to bring new dates and offers to the Norwich area, as they wanted to see more of Turkey and repeat the great experience they had travelling with us.”

OSKA Travel has therefore scheduled four new flights from Norwich International Airport to Antalya with well-known Turkish-Dutch airline CORENDON – flight dates and times as listed below:

FLIGHTS FROM NORWICH AIRPORT (NWI) Departure Date Flight code Depart Time Return Time 06 Nov 2014 CAI 15:00 14:05 13 Nov 2014 CAI 15:00 14:05 16 Apr 2015 CAI 15:00 14:05 23 Apr 2015 CAI 15:00 14:05

All flights are offered including all taxes except the local airport development fee as well as 20 kg free hold baggage allowance and 5 kg cabin baggage.

“Our package tour offers will again mostly be aimed at travellers wanting to experience more,” Forsthuber says. “We are again offering well-organised escorted tours, covering the Turkish Riviera as well as wonderful Cappadocia”.

Andrew Bell, CEO at Norwich International commented “Turkey is an exceptionally popular destination from our region, and we are delighted that OSKA-TRAVEL has selected to operate their low cost luxury charter breaks from Norwich once more. This service compliments the summer flights offered by Thomson and Thomas Cook to Dalaman during 2014. This development further demonstrates the strength of the growth in charter flights from Norwich International this year – our customers now have over twenty direct sun and city destinations to choose from with some of the leading tour operators and airlines”

Both OSKA Travel tours include extensive 7 day itineraries with lots of famous sights and professional guiding be especially trained English speaking local guides. Prices start from incredibly low £249 per person on a bed and breakfast basis.

More details are to be found online at https://oska-travel.co.uk/cms/holidays-from-norwich/

Also all inclusive beach holidays with a choice of different 5 star hotels are available at low rates, starting as low as £449 per week and person.

All offers are ATOL protected and can already be booked online at https://oska-travel.co.uk/cms/holidays-from-norwich/ or at your local travel agency, e.g. Travel Norwich by calling 01603 428700.

Ends

Involving employees in the future direction of your organisation is no easy task. You have to overcome barriers such as figuring out how to spark interest so your staff not only listen, but also help you make your ideas reality. Yet, the Arthur Rank Hospice Charity (ARHC) is doing this with great success.

Winning the 2012 Best Employer award for Vision and Motivation, the charity has proven that its strategy to bring people together as a team, and instill a clear understanding of the organisation’s direction, is working. In fact, it is likely to be a contributing factor to its incredibly low 6% staff turnover.

As a well-known local charity, which many people rely on to provide excellent care, it is vital that the charity continues to achieve its mission. The hospice’s CEO, Dr Lynn Morgan, recognises that the employees and volunteers are the driving force behind much of the hospice’s day-to-day work. So it makes sense to keep them engaged, supported and happy.

Dr Morgan talks to Pure about what the award-win meant to the charity, and how she achieves high standards in engagement.

Assessing staff opinion in times of change

Nearly all of ARHC’s staff responded to the 2012 survey, giving a strong indication that they were already motivated enough to get involved, and understood the reasons of the survey.

Dr Morgan explains that the survey was useful in gathering employee opinion during a time of organisational change. She says: “We are going through a period of significant change. Not only are we building new premises, but we also plan to become responsible for the whole spectrum of care in the hospice, and end of life care in the community by transferring in NHS staff instead of simply commissioning some of the services, as we do at the moment. It is important that the teams merge together effectively and, therefore, we are very pleased that our staff are so enthusiastic about the future.

“Although these changes are ultimately beneficial for the staff, patients and families, their success will not be possible without our team responding well to the challenges.”

She adds: “Getting the award for Vision and Motivation was confirmation that our staff really believed in the organisation’s future, and understood why we were making changes. When we won the award everyone here felt very proud.”

The winning strategy

Dr Morgan’s approach to engagement is based on transformational management, which is positive, proactive and encouraging. Its principles involve explaining the reasons for change, inspiring people to work towards a common goal, and clearly communicating the long-term vision.

She says: “Staff understand why we have the aims and objectives that we have, and have been part of setting them. Everyone is focused on delivering the best service we can for patients and their families; employees relish their part in ensuring this happens. If something doesn’t go quite right, we look at what went wrong and why, but we don’t ascribe blame. This encourages people to be creative.”

In addition, ARHC offers flexible working, holds monthly all-team meetings. There are regular meetings with the volunteers to keep them up to date with the progress of plans and to gain their feedback and regular consultation with staff, patients, and other stakeholders on every step of the journey towards the new hospice. The final plans reflect the input and needs of our whole community.

Added responsibility

You may think that people wouldn’t need to be engaged if they choose to work for a charity. However, Dr Morgan believes that being a not-for-profit organisation is a reason in itself to be more proactive when it comes to engagement.

She explains: “People work for a charity because they believe in its aims. To achieve those aims they tend to work very hard, and this often means working unsocial hours. Therefore, it is all the more important that the staff get job satisfaction and understand how much they are valued. Being a good employer also creates a culture of good team work, because it doesn’t enable an atmosphere which is competitive or divisive.”

Advice on boosting engagement

Dr Morgan’s experience is invaluable to Best Employer newcomers and repeat participants alike. Her one piece of advice to other employers for keeping staff engaged is simple, yet effective: “Meet regularly with your staff to encourage them to come forward with ideas and solutions, and respect their knowledge and ideas, and make it clear that you are receptive to hearing any ideas or feedback. No one should ever regret having the courage to speak up.”

If you’d like to get involved in the Best Employer survey, talk to Pure’s Marketing Manager, Anna Hill, on: 01223 209888 or Anna.Hill@prs.uk.com.

Lord Baker of Little Moulton, Norfolk, would like to invite you and your friends to The Grand Charity Auction in aid of East Anglia’s Children’s Hospices (EACH) at EPIC TV, Norwich, on 28th June 2014.

This fantastic event will be co-hosted by Nicholas Parsons, who launched his solo career at the same venue whilst presenting ITV’s Sale of the Century in the 1970s. All proceeds raised will be donated to EACH.

The evening comprises of a 5-course dinner provided by chef and proprietor of Florentina, Jake Weatherill, with entertainment from Nicholas Parsons and top comedian and impressionist, Aaron James. The auction lots include original international art pieces, holidays at home & abroad and exhilarating group days out to mention but a few. Added to that, the whole show is to be streamed on to the internet for others to enjoy.

Tickets for this superb event are priced at £75pp. If you, your friends or family would like to attend, please visit the online box office at https://www.ticketsource.co.uk/date/98213 or telephone direct on 01603 727727.

LSI Architects has been named the best place to work in the East of England by the Architects’ Journal at the annual AJ100 awards ceremony. The AJ100 awards ceremony is among the biggest nights of the year for architectural practices, and the practice has been included on the prestigious AJ100 list of the largest and most successful firms in the UK for the first time, placing 86th. The practice was also shortlisted for the New Member of the Year Award, and narrowly missed out on the UK Employer of the Year Award.

The AJ stated that an employee at the practice had said that “well thought out, sensitively designed architecture and a very enlightened attitude towards employment wellbeing” makes LSI Architects the best place to work in the East of England.

The practice rated particularly highly in the areas of employee benefits and the work the firm produces. When responding to our survey, another employee backed up a large percentage of the employee’s feelings about the practice, saying “They do some great work and really look after their people.”

David Andrews, a Partner at the practice, commented “We are absolutely thrilled to have been named the best place to work in the East of England by the Architects’ Journal. We are immensely proud of our people, and we know that the incredible work that they do is integral to the success of the practice, so we do everything we can to make sure they have a business that supports them and gives them opportunities to develop and succeed. We are also delighted to be included as an AJ100 practice for the first time, and can be extremely proud that, while we didn’t win the overall employer of the year award, we were very close to doing so. We firmly believe that our focus on people, as well as design, is a huge contributor to our success.”

The AJ awards were held on Thursday evening at the Grand Connaught Rooms in London, and were attended by the biggest practices in the UK, including global names such as Foster and Partners and BDP. This award is the latest award in a successful period for the practice, and is a further signal that the practice is set to enjoy an exciting future.

Rory Olcayto, acting editor of the Architects’ Journal and host for the evening added: “This year’s survey is so much more than a league table of the biggest players: For example The AJ100 now employs 5,036 fully qualified architects (15% of the UK registered practitioners (ARB) – that’s 211 more than last year. In total the AJ100 employs 13,300 architectural staff (which includes part ones, part twos and technicians) The AJ100 UK offices total fee income for projects being undertaken in the UK and overseas totals £930m this year. That’s £20m higher than the total reported by the AJ100 members in 2013. And 28% of the AJ100’s qualified architects are women, so it looks like the AJ100 is proving that employing more women is very good for business.”

Norse material recycling facility redevelopment update

The £8 million redevelopment of Norse Environmental Waste Services’ facility on the outskirts of Norwich is well underway and on schedule according to Operations Director Dave Newell.

“The new building is now fully roofed and effectively waterproofed and therefore work is now starting on laying the internal concrete floors, exterior doors and main electrical installations,” he said. “We are on target to begin installing the new waste processing machinery from early July 2014. This will be completely installed by early September 2014, thereby enabling commissioning over the following four weeks ready for the commencement of the new Contract on 1st October.”

The 3,110m2 extension to the existing site will allow considerably more waste to be recycled within the county, avoiding unnecessary landfill and generating increased revenue in terms of recyclable material sold.

In addition there will be significant environmental benefits in that it will enable the company to process waste quicker, and handle new waste streams in the future.

When the new facility comes on stream, Norse’s total waste management operations around the region will be worth around £25 million a year, including residential and trade waste collections, the household recycling centres in Norfolk and the extended materials recycling centre.

“This is all good news for local residents,” commented Commercial Director Ruth Metcalf. “It is a fine example of a joined-up approach to waste management and recycling, and cost-effective service delivery to tax payers.”

Norwich-based market research consultancy Insight Track is expanding its research management team with the appointment of Caroline Botwood as a Research Manager.

Caroline was formerly a Research Manager in Aviva’s Customer Insight team, and is eminently well qualified for a career in pursuit of elusive marketing insights with her degree in Criminology and subsequent MSc in Knowledge Discovery!

The role is a newly created position as the business expands to meet the needs of a growing client-base, with organisations seeking to differentiate their brands, and drive customer satisfaction, through marketing based on a sound understanding of customer behaviours, perceptions and expectations.

Caroline is relishing the opportunity to bring her skills and experience to bear for clients of Insight Track saying: “Having worked ‘client-side’ myself in marketing research, I have a strong empathy for the needs and challenges of clients at time when marketing teams are under ever greater pressure to demonstrate the ROI of their marketing budgets”.

Will Herschel-Shorland, Managing Director, mirrors Caroline’s enthusiasm, saying: “Caroline’s blue-chip background and client-side experience will be a great asset to our research management team and her rounded perspective will be widely appreciated by our clients.”

Private air charter operator SaxonAir Charter continues its growth this spring after signing an agreement to manage a further Hawker 900XP midsize jet. SaxonAir have owned and operated their own Hawker 900XP for the past two years and have over this time gained considerable experience of the aircraft and a regular client following.

SaxonAir CEO Alex Durand says ‘We are all very pleased about the addition of another Hawker 900XP to the SaxonAir fleet. The aircraft is one of the most popular types we operate and it comes online at a great time in which we have seen continued growth in our charter utilisation.’

The Hawker 900XP is the world’s bestselling midsize business jet and delivers an unrivalled combination of range, speed, payload and comfort. It can travel 2,700nm carrying up to eight passengers in comfort. This particular aircraft continues to be popular with SaxonAir’s own customers due to its spacious modern layout, cabin attendant service and hot food capability. The aircraft has already flown to destinations in Russia, Italy, France and Israel since its recent introduction onto the fleet.

The aircraft management deal will see SaxonAir providing crewing, continuing airworthiness, maintenance and operational support under commercial air charter use. The aircraft will be based at London Luton airport increasing SaxonAir’s London presence alongside its second Hawker 900XP and the smaller Hawker 400XP light jet. SaxonAir also operates Citation Mustang entry level jets, a King Air 350 turboprop as well as a mixed helicopter fleet from its Norwich headquarters and other locations in both the UK and Europe.

To charter the Hawker 900XP contact SaxonAir’s dedicated charter team by calling +44 (0)1603 518118 or email charter@saxonair.com.

Tuesday 20th May 2014 – New improved taxi facilities at Norwich Airport

Norwich Airport Taxi Association (NATA) has recently agreed a new contract extension with Norwich International Airport for the provision of taxi services to passengers. The new agreement will see enhanced passenger benefits including newer vehicles with no taxi over seven years old, additional executive cars and a new taxi booking office. All NATA staff will be easily recognizable thanks to their new corporate uniform.

The new taxi booking office has been opened in the arrivals meet and greet area of the terminal building and incorporates a comfortable waiting area. Any passengers using NATA as their means of transport from the airport will be welcomed and assisted by a dedicated taxi marshal who will escort them to their taxi which will pull up immediately outside the terminal exit doors.

NATA was formed in 1988 to provide a dedicated taxi service for the passenger terminal at Norwich International Airport and are the only approved taxi provider based at the airport. For more information please visit www.norwichairporttaxis.com, email natataxis@hotmail.com or call 01603 424044.

Colin McAulay, Office Manager for NATA commented “We are delighted to have worked closely with the airport to agree a new contract extension and as part of this agreement we have taken steps to enhance the customer experience. This includes the installation of our new taxi booking office within the airport which provides a comfortable waiting area, new staff uniforms and name badges. In addition the fleet of vehicles is set to be modernized providing a range of vehicles available for private hire.

The man behind one of the most significant and influential reports on extending the future of the North Sea oil and gas industry will be a keynote speaker at the EEEGR2014 Conference in Norwich in July.

Sir Ian Wood will outline key issues in his review, describe progress since its publication and discuss the potential impact for the East of England.

The Wood Report, commissioned by Government, concluded that the British economy could benefit by up to £200bn over the next 20 years by maximising resources and extending the life of its industry to recover an additional 3-4 billion barrels of North Sea oil and gas.

Simon Gray, chief executive of EEEGR (the East of England Energy Group), was delighted by Sir Ian’s recommendations which be believed would lead to a renaissance of gas production in the Southern North Sea.

“It was great to see him tackle so many key issues and encourage urgent action,” he said.

It is one of many issues across the energy industry which will come under scrutiny from hundreds of delegates at EEEGR2014, to be held at the John Innes Conference Centre on Thursday July 3rd.

Prospects for unconventional gas recovery will also feature strongly in a programme which touches on nearly all of the varied resources which make the region a leading all energy hub.

“The contribution of our region is imperative to the UK’s future energy needs and the conference is all about the action needed and the opportunities arising whatever branch of energy you are involved in,” said Mr Gray.

Shadow Energy Minister Tom Greatrex will be another key speaker at the conference, putting a political slant on the industry’s future.

Also lined up as speakers are Tim Watkins, Sizewell A, Magnox; Andrew Austin, Igas Energy; Duarte Figueira, DECC; Olivia Hartridge, Morgan Stanley; David Williams, Eco2; Jonathan Selwyn, Lark Energy; George Grant, Watt Power/Stag Energy/Progress; Basil Scarsella, UK Power Networks; James Bream, Aberdeen Chamber of Commerce – with Judith Patten of All Energy as facilitator.

The previous day, July 2nd, will see EEEGR’s Energy Innovation Award entries presented and judged at Norwich City football ground’s Top of the Terrace – with the awards handed out at a Gala Dinner in the evening. EEEGR2014 and the Innovation Awards are both part-funded by the European Regional Development Fund.

To book delegate or exhibition spaces at EEEGR2014 or tickets for the Gala Awards Dinner, call 01493 446535 or visit www.eeegr.com