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Thank you for taking the time to leave a review, although we are surprised and disappointed by your comments.
We care deeply about our employees’ personal and professional development. Since the start of the year, we’re proud to have celebrated over 86 promotions, role changes, and horizontal moves across IRIS. We’re delighted to invest heavily in an extensive range of progression opportunities, such as our annual High Potential Programme, which provides our employees with a yearlong course to progress their careers with us, through networking sessions, webinars, and other development activities. Another great example of helping our employees flourish is through our IRIS Mentors, which encourage senior leaders to share knowledge and expertise to support a colleague’s progression and development, which helps our employees to achieve the skills to excel in their work and realise their professional goals.
To help support our employees financially and tackle the cost-of-living crisis, we launched an extensive financial support package that met the needs of our diverse workforce and their families. We provided a Cost-of-Living Support Payment to those on lower salaries. We also introduced an annual bonus entitlement for permanent employees who were not currently entitled to bonus or commission, and increased bonus entitlements for those on low percentages. We also offered an optional bonus advance, so that employees could advance a proportion of their bonus either as a lump sum or split across five months. We also provided a pension contribution holiday, where for a period of up to 6 months employees could choose to reduce their personal pension contributions without changing the company contribution rate. We have also launched a hardship fund to ensure there is a safety net for our employees if there are unexpected circumstances that mean they need help making ends meet.
In addition to this, we are proud to run an annual salary review process where we use a best practice approach, which involves taking into consideration influencing factors to ensure we are taking a fair and informed approach and using external benchmarking data to ensure all employees are considered for salary increase on an annual basis. For our last review, we encouraged our decision makers to focus on providing increases to employees at the lower end of our salary ranges.
Recognising our employees’ hard work and contribution to IRIS’ success is of the upmost importance to us. From our weekly Thank You Thursdays to encourage teams to recognise each other, our CEO shout outs to our #IRISHeros each week, our IMPACT Awards, Top Talent Awards and generous benefits package, we aim to show everyone how much they mean to us.
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 or leave a comment in our next Peakon survey. Kind regards, the HR team
