Annual review Specsavers Annual Report LR Proof - Page 16

Helping our support office teams succeed people: how they are doing, their career aspirations and The people across our support teams globally are The Specsavers Grow our Own programme, now in its instrumental in bringing the Specsavers partnership second year, supports around 70 high-potential support to life – providing exceptional business services to t eam members (many of whom are identified through our stores. the People Review process) globally. It is devoted to ways in which we can help them be even better. providing specific development activities, resources, Dame Mary Perkins visits Specsavers in Redditch, as store partners Gurdeep Bansal and James Worton and their team are accredited with Platinum Employer status. The engagement, performance and retention of funding and coaching to help our current and future our support office colleagues is directly influenced leaders reach their full potential. The scheme has by the capability of their managers and leaders. already proved successful, as more than half of the At Specsavers, we believe individuals in these 2016/17 intake moved into more senior or broader critical roles make a real difference and, as such, roles upon completion of the programme. This year leadership development continues to be high on we introduced a self-discovery tool to help guide the agenda across all our regions, with a variety of participants in understanding their development needs programmes on offer. and selecting the right bespoke development choices. This year, we further evolved our offering to We strengthened our ability to recruit the support leaders globally in developing their skills very best people, with the development of an around four fundamental qualities of leadership, internal global resourcing model. Managing all underpinned by change: leading self, leading recruitment in-house ensures we find the right others, leading change and leading commercially. people with the most suitable skills and experience We used these programmes as an opportunity to to support our long-term framework. Our resourcing bring our global support office leaders together teams are functionally aligned with technical experts through a series of blended learning (webinars, to support candidates through every step of the face-to-face workshops, social media) as well as recruitment process. regional events. With our ever-growing desire and need to evolve as an organisation, we developed a global change framework. Use of our online learning management system, iLearn, As part of our ambition to be famous as a great place continues to grow, with an average of 17,000 hours’ to work, we are delighted that 500 UK stores have Designed to equip our teams for the future, it was supported by the introduction of a development toolkit now gained Platinum Employer status. Our externally- ‘Grow our Own gives us the room to stretch highlighting the skills required to embrace change with accredited, bespoke scheme is designed to ensure our capabilities outside our usual comfort a growth mindset, and build resilience to continuous members now manage their learning and development the very highest standard of reward, development, zone and explore things we thought evolution. We ran a pilot with our leadership population online by logging into the system each month. Despite leadership and people practices are delivered in our were beyond our possibilities, but in via a series of webinars, and plan to cascade the stores. The primary focus is to provide a consistently a supported learning environment, materials to all our teams in the coming year. assisted learning, classroom offerings are still valuable. exceptional employee experience for all 18,000 of our surrounded by like-minded peers Around 2,100 people across our Australian and New store colleagues. Stores are assessed in five key areas from all corners of the business.’ Our global mobility framework enables us Zealand region chose the face-to-face method last year, of people management, including recruitment and Grow our Own participant to offer international secondments to members with 70% of those completing advanced-level training. induction, performance management and reward, of our support teams, wherever in the world they a and learning and development. re. The opportunities for relocation either come Helping our support office teams succeed as a result of business-driven requirements, online learning recorded every month in the UK alone. More than 75% of Northern European store team the advancement and convenience of technology- The ongoing introduction of the very latest technology, such as optical coherence tomography (OCT), into such as a particular skills gap, or are self-initiated, We are also passionate about supporting our leaders whereby an individual applies for, and is successful in requirements. An example of ensuring that our teams and managers to identify and develop rising stars at fulfilling, a vacancy abroad. There are countless success have the skills and expertise necessary to support Specsavers. An integral part of this is our ongoing stories of people who have remained in those countries the introduction of these innovative services was the commitment to the People Review forums. Taking place post-secondment and gone on to receive long-term bespoke development and successful completion of annually in all our regions, they offer us the opportunity residency, and we are currently supporting 30 people on training for our new in-store Frame Styler app. to step back and have great conversations about our international secondments across all regions. Specsavers’ stores necessitates ever-evolving training 14 15