IRIS Software Group reviews

Thank you for taking the time to leave a review, although we’re surprised and disappointed by your comments. We’re passionate about paying our employees fairly and competitively to reward their dedication and hard work. As well as being a Real Living Wage Employer, meaning we commit to pay a fair wage to cover at least the real cost of living in the UK, we’re pleased to run a companywide annual salary review process each autumn, which includes external benchmarking data to ensure we’re paying the market rate. For our junior salespeople, we’re also delighted to operate a pay scale so that they can grow their salaries as they reach key skill milestones and grow their career with us. We also offer a comprehensive commission scheme that supports employees through monthly payments, set monthly and quarterly quotas, and the chance to earn up to 200% of commission when they achieve their target. We further offer a range of other incentives throughout the year to reward consistent achievement, such as running a recognition award for our highest performing salespeople each quarter with fantastic prizes, as well as inviting our Elite Club on luxury trips. We recognise the importance of ensuring that new starters receive the right support and environment to thrive. We run a sales induction where each team has a tailored product training programme designed with their manager and delivered by our Product Specialists. It covers an end-to-end sales process, with each stage having individual training modules such as Effective Introductions, Questioning and Listening, NLP and Closing techniques. We have a dedicated Sales training team to ensure that everyone receives the support they need. We also promote our Showpad tool, which provides instant information on our products, services and process. New starters are then given the chance to practice these skills and techniques in a week of mock calls to give them the chance to gain feedback and additional training/coaching if required. In total the induction spans 4 weeks and gives new starters of all levels of experience the tools and skills needed to be successful. We’re also delighted to invest in our managers through our dedicated leadership pathways. We offer 5 pathways designed for each level of experience and seniority, starting with those aspiring to be managers all the way up to our senior leaders, to ensure every manager has the skills needed to motivate, develop and inspire their teams. We’re delighted to have now started the next phase of our job architecture project, following the creation of our career framework, we are now looking to roll out the skill and competencies for each role, to support clear career progression. We highly value our employee’s feedback and believe it’s the key to making IRIS a Great Place To Work and do this through running regular employee surveys and conducting focus groups so employees can share their thoughts and feedback to make IRIS the best it can be. Based on feedback, we’ve recently changed our policies on breaks for our Sales Team, giving them more flexibility in choosing their break times. We’ve also recently got a new leadership team within sales and a key focus of theirs is ensuring a great culture and supportive atmosphere, whilst achieving great results. We’re always looking for ways we can be the best we can be, and we would welcome any further suggestions. Please speak to your HR representative while at IRIS or email employee.feedback@iris.co.uk if you have more feedback to share. Kind regards, the HR team