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Common beliefs. Older workers across all industries in the UK are believed to continue to suffer discrimination based on stereotypical attitudes of (typically) younger people These stereotypical attitudes include that older workers:have poor performance (resistant to change / physical incapability
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1. Mark Roberts - Tesco Good morning
I’m Helen O'Keefe working with the Reward team in Group HR at Tesco
In May 2002 the Shares in Success (Tesco’s first free-shares award) landed on my desk.Good morning
I’m Helen O'Keefe working with the Reward team in Group HR at Tesco
In May 2002 the Shares in Success (Tesco’s first free-shares award) landed on my desk.
2. Common beliefs And according to the ProShare, in 2001 average uptake was 78% for programmes such as ours.
However …And according to the ProShare, in 2001 average uptake was 78% for programmes such as ours.
However …
3. The population is changing … the Tesco employee-base is large, diverse and spread over a wide geographic area.
We also have a high proportion of people who in the wider population would not typically be share holders.
However …… the Tesco employee-base is large, diverse and spread over a wide geographic area.
We also have a high proportion of people who in the wider population would not typically be share holders.
However …
4. Research Aims - Key Questions … the Tesco employee-base is large, diverse and spread over a wide geographic area.
We also have a high proportion of people who in the wider population would not typically be share holders.
However …… the Tesco employee-base is large, diverse and spread over a wide geographic area.
We also have a high proportion of people who in the wider population would not typically be share holders.
However …
5. Mixed Workforce … Tesco do have a strong share-price focus and you will hear shop-floor staff talking about the share price.
Indeed, [tell the story about staff who know how to spot peaks and troughs in the market.]… Tesco do have a strong share-price focus and you will hear shop-floor staff talking about the share price.
Indeed, [tell the story about staff who know how to spot peaks and troughs in the market.]
6. So Who Works for Tesco? As a result, a fairly high proportion of our staff participate in our SAYE and BAYE schemes (very high when you consider the disposable income of many of our staff)As a result, a fairly high proportion of our staff participate in our SAYE and BAYE schemes (very high when you consider the disposable income of many of our staff)
7. Labour Turnover As a result, a fairly high proportion of our staff participate in our SAYE and BAYE schemes (very high when you consider the disposable income of many of our staff)As a result, a fairly high proportion of our staff participate in our SAYE and BAYE schemes (very high when you consider the disposable income of many of our staff)
8. Sickness As a result, a fairly high proportion of our staff participate in our SAYE and BAYE schemes (very high when you consider the disposable income of many of our staff)As a result, a fairly high proportion of our staff participate in our SAYE and BAYE schemes (very high when you consider the disposable income of many of our staff)
9. But statistics are only part of the story … that every eligible employee should make an informed decision about whether they joined or not.
I figured that if we achieved that, the uptake rate would look after itself.… that every eligible employee should make an informed decision about whether they joined or not.
I figured that if we achieved that, the uptake rate would look after itself.
10. What is an older worker?? [Brief overview of scheme][Brief overview of scheme]
11. Older Workers Strengths and Weaknesses In January 2003, all staff received communication to home address followed by table top promotions and posters
Big numbers: 190,000 brochures / 210,000 personalised application forms / 15,000 tent cards / 5,000 posters
The whole management team was geared up to promote the scheme led by the Board.
Store Directors talked to store staff and PMs about the scheme raising the profile and answering questions from people who had not yet joined.
Staff could register on paper (reply paid envelopes and acknowledgement cards provided) or electronically.
How well do you think we did? …In January 2003, all staff received communication to home address followed by table top promotions and posters
Big numbers: 190,000 brochures / 210,000 personalised application forms / 15,000 tent cards / 5,000 posters
The whole management team was geared up to promote the scheme led by the Board.
Store Directors talked to store staff and PMs about the scheme raising the profile and answering questions from people who had not yet joined.
Staff could register on paper (reply paid envelopes and acknowledgement cards provided) or electronically.
How well do you think we did? …
12. Understanding motivators is important … by our closing deadline we had hit our target of 100% informed decisions.
And interestingly, we were able to identify three key reasons for people not wanting free shares … … by our closing deadline we had hit our target of 100% informed decisions.
And interestingly, we were able to identify three key reasons for people not wanting free shares …
13. What have we learnt from this? … by our closing deadline we had hit our target of 100% informed decisions.
And interestingly, we were able to identify three key reasons for people not wanting free shares … … by our closing deadline we had hit our target of 100% informed decisions.
And interestingly, we were able to identify three key reasons for people not wanting free shares …
14. Legislation Impact - 2006 etc. Thank youThank you
15. Top Tips ! Thank youThank you
16. Mark Roberts Group Benefits Manager - Tesco Thank youThank you
