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Empowering Employee Engagement Through Social Responsibility Initiatives

Learn how Guild Group's structured approach aligns leaders, engages employees, and drives performance through surveys, planning, and rewards. Follow our CSR journey, focusing on values, impact, and continuous improvement. Discover the MAD Program and lessons learned for sustainable growth.

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Empowering Employee Engagement Through Social Responsibility Initiatives

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  1. Starting the CSR Journey Liz LeverettGroup Human Resources & Acquisitions ManagerThe Guild Group

  2. Guild's Three Pronged Approach • Align Senior Leaders with the strategy • Engage employees with the organisational direction • Track Performance

  3. Planning & Reward Systems FEBRUARY: 'Link' Employee Climate Survey OCTOBER - MARCH: Strategic Plan APRIL: 'Link' Findings MAY: Business Plan JUNE/JULY: Appraisals – no ratings Key Result Areas agreed SEPTEMBER: Accounts signed Incentive payments made

  4. Annual 'Link' Survey Centre Line: TP-ISR GHPN (N=143,185) Centre Line: TP-ISR ANN (N=152,312) Reaction to the Survey Communication Leadership & Direction Equal Opportunity Values Training & Learning Job Security N/A Employee Involvement Performance Management Career Development Customer Centricity Organisational Change & Growth The Group’s Image & Competitive Position Working Relationships Job Satisfaction Employee Engagement Team Leadership Remuneration & Benefits Work Organisation & Efficiency Quality N/A N/A Board Leadership N/A N/A 6 Shaded bars indicate a statistically significant difference N/A Insufficient data for category average

  5. Guild Continues to Outperform Local, Industry and Global High Performance Norms in 2007 Centre Line: ISR’S ANN (N=139,327) Centre Line: ISR’s AFSN (N=39,976) Centre Line: ISR’s GHPN (N=149,193) Leadership & Direction Reaction to the Survey Communication Values Job Security N/A Equal Opportunity Training & Learning Career Development Customer Centricity Employee Involvement The Group’s Image & Competitive Position Performance Management Remuneration & Benefits Employee Engagement Job Satisfaction Quality Work Organisation & Efficiency Working Relationships Team Leadership Board Leadership N/A N/A N/A N/A N/A N/A Organisational Change N/A N/A N/A Shaded bars indicate a statistically significant difference N/A Insufficient data for category average

  6. LINK 2008 I believe strongly in the goals and objectives of the Group 95% I fully support the values for which the Group stands 98% Management decisions are consistent with the values 91% Regarding the Group core values, I believe the values are clear 98%

  7. People Management Award Recognition • AHRI Excellence in People Mgt 2004 (VIC) • AHRI Excellence in People Mgt 2004 (National Winner) • AHRI Excellence in People Mgt 2005 (VIC) • Finalist HR Mgt Employer of Choice 2005 (<500 employees) • AHRI Excellence in People Mgt 2006 (VIC) • AHRI Excellence in People Mgt 2006 (National Winner) • AHRI Excellence in People Mgt 2007 (VIC) • AHRI Excellence in People Mgt 2007 (National Winner)

  8. What was our benchmark? • 74%of employees rated the Group good or very good at being a 'socially responsible organisation in the community’ this was a decrease of4% from • our 2007 results. • 76% of employees rated the Group as good or very good at being an ‘environmentally responsible • company’. • We wanted to aim to be leaders in this space and we are always looking at ways we can improve upon such • results year upon year.

  9. Employee Wellbeing • Equal Opportunity • Safe and Enjoyable working environment • Flexible working arrangements • Healthy workplace and lifestyle • Environmental and social practice

  10. 'Making a Difference' (MAD) Program • Where did we begin? • - Carbon Emission Audit • - Partnership with Carbonetix • - Donations • - Small Activities/Support (eg. Earth Hour) • - Mobile Recycling Bins • - Superannuation Tree Planting initiative • - Pro-bono legal services • - Printing and photocopying • - Future emissions reporting • - MAD team • Program launched in August 2008

  11. Lessons Learnt along the journey so far • People liked to be asked! • People are very passionate about certain causes • You wont please everybody all of the time • Volunteer Leave – not all it's cracked up to be • Offsetting 'guilt' or emissions? • Requires buy-in from senior leaders • Continuous reporting • Engage staff in the development of the program • Genuine engagement

  12. Where to from here for us? • Currently reporting quarterly to staff and Board • MAD month • Communication • Team – Environmental and Social focus • Guild points system

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