Employee Engagement and Wellbeing

Our People continued

Employee Engagement and Wellbeing

Wellbeing

To feel valued and inspired to perform at their best, our people also need to feel physically and mentally well. Safety is one of our six core Values and reinforces the importance of health and wellbeing. We have a robust Occupational Health and Safety Management System (OHSMS), in place and a very constructive and open Health, Safety and Environment (HSE) culture. Safety representatives from across the business support a dedicated HSE team to create a culture of open and constructive discussions as well as a culture for safe working among colleagues, contractors and the public.

We recognise that good mental health can be as important as good physical health. We have invested considerably to support our people in many ways. This has been particularly evident during the challenges of the pandemic when wellbeing was a larger than normal issue and management support of even greater importance.

Wellbeing has also proved a key driver of employee engagement in our employee surveys of 2018-2021. To assess our position as an organisation when benchmarked against others, and identify opportunities to further support our people, we conducted a Wellbeing Assessment this year. It consisted of a questionnaire to measure people’s wellbeing and the important role that employers have.

By understanding how our employees are feeling, we can drive positive actions to promote wellness and understand what we need to do to continue to be an Employer of Choice in Jersey. Questions covered confidence, coping, drivers of stress, response to stress and resilience. We were encouraged to see that 81% of respondents felt that they were able to adapt to changes ‘most or all the time’ and 70% indicated they can ‘deal with whatever comes their way’. Also pleasing was that a significant proportion of employees (73%), who undertook the assessment, feel happy and content, and that their work and the organisation was contributing towards their feelings of happiness. Almost 80% recognised that JE invests in wellbeing and that it is part of our Vision and business objectives.

Employee engagement

We now have a Culture and Engagement Forum consisting of a panel of employees from all major departments, plus Board member participation, to discuss JE’s current culture and any engagement issues.

We gain further insight from surveys. Following our COVID-19-specific survey of April 2020, we conducted our broader Employee Engagement Survey in the summer of 2021. The result puts us in the top quartile of utilities that use the same survey provider.

It is vital the companies not only ask employees their views, but also act upon them.

Our people said:

• They wanted to be more connected to our Vision. So, we created our

Super Zero Hero campaign to showcase what employees are doing to reduce carbon emissions and encourage biodiversity. We also introduced an employee e-bike loan scheme and further financial incentives for those purchasing low-emission vehicles.

• They said they wanted to put back into the community. So, we sponsored the Mourier Valley

Restoration Project with the

National Trust for Jersey, creating opportunities for employees to get involved. We also sponsored Child

Accident Prevention (CAP) Safety in Action where employees teach primary school children about home and electrical safety.

• They asked to hear more about our vacancies. So, we now promote vacancies even more internally through our internal Facebook page

PowWow and Teams channels, enabling more people to move and progress within the organisation if they wish.

• They said they wanted more information about other business areas. Now each unit contributes to a monthly TeamTalk document, presented at Team Briefings and also displayed on the Teams channel to keep everyone up to date with what the business is doing.

• They said that having high quality changing and drying facilities were essential to the working day. So, we re-designed the facilities at La

Collette Power Station to make them more modern and more convenient.

• They said a clearer understanding of our reward and recognition process was important. We created individual Reward Statements and are now in the process of creating training and information-sharing programmes.

• They called for subsidised yoga and other fitness schemes. With

COVID-19 restrictions lifted, we reintroduced yoga sessions alongside subsidised Active membership to several gyms and sports facilities.

Our people policies:

• Compassionate Leave

• Dignity & Work

• Diversity & Inclusion

• Domestic Emergencies

• Gender Transition Sexual Orientation Policy

• Flexible Working

• Learning & Development

• Parental Leave

• Stress Related Illness

• Wellbeing

CONFIDENTIAL ASSISTANCE PROGRAMME UNUM

SUBSIDISED GYM MEMBERSHIPS

11 MENTAL HEALTH FIRST AIDERS

FINANCIAL WELLBEING YOGA

FREE HEALTH CHECKS

SUBSIDISED MEDICAL INSURANCE

FREE HEALTHY SNACKS

Customer focus and fi rst-class service are at the heart of everything we do across the business. Whether it is a developer looking for a large new supply, a domestic customer fuel switching or simply moving house, or a new customer shopping for a new appliance in our Powerhouse retail store, all our people take great pride in striving to meet or exceed their expectations in their every dealing with us.