SubscribeThe Hydro Group has demonstrated its commitment to staff, with the presentation of four Long Service awards.
While a job for life is something of an unfashionable concept, the reality is that many employees still clock up long service with a single employer. Long service awards are still a popular means of recognising and signaling to staff that their commitment over many years has been highly valued. One Aberdeen firm has just awarded four employees for their loyalty after they each reached their 10 year milestone with the company – Managing Director Douglas Whyte, from Hydro Group, talks to your business about the importance of awarding staff loyalty in an industry where skills shortages are abundant.
Long Service Awards are still a great way to reward committed staff, however, with the introduction of the age discrimination regulations, there was a fear that it would impact on this corporate tradition. Although the Employment Equality (Age) Regulations 2006 state that any contractual benefit which increases with length of service is potentially age discriminatory, awards relating to periods of service of more than five years are exempt if the award is intended to reward loyalty, encourage motivation or to recognise the experience of the employee.
Subsea Products
Hydro Group is a global solutions provider of optical and electrical products in the subsea technology industry with a team of 70 people. It recently presented a group of employees, who collectively had been with Hydro Group for forty years, with long service awards, signifying the commitment and input they had made to the company.
“Because we work in an extremely dynamic and competitive industry, the long service recognition is a symbol of appreciation for the dedication from our personnel. It has also given everyone the opportunity to reflect on the members of staff that have begun their career with Hydro Group and developed into management roles to help others progress.
“We believe long service awards are a fantastic opportunity to celebrate those staff that have helped the company grow and develop. As a company, its always a big occasion and it is great for other members of staff to see the opportunities that exist within the business - it is really important that employees feel that they have a future and can progress professionally and personally within a company.”
With skills shortages particularly prevalent in the oil and gas industry, companies don’t only need to attract and recruit new staff but also work hard to retain the people they have got.
Top tips for Staff Retention
- Investigate the underlying causes of high turnover of staff. Some issues may be addressed by placing a greater emphasis on listening and responding to employees’ concerns and ideas.
- Try to provide employees with good working conditions, feedback which leaves them feeling valued, easy access to appropriate support, opportunities for career development and fair levels of compensation.
- Increase employee involvement in decision making
- Improve internal communication
- Encourage better work-life balance
- The overall aim is often to create a 'great place to work' where individual, team and business success are valued and rewarded and companies become recognised as an 'employer of choice'
