Irish-headquartered IT services provider, Version 1, is on a rapid growth trajectory.
Its market-leading reputation for helping private and public sector organisations adopt new digital technologies and processes – together with its active M&A strategy – has seen its workforce grow from 700 to more than 2,000 over the past four years, with new offices across Europe and in India.
This impressive growth has sparked a change in its employee recognition strategy.
With an ever-expanding, increasingly-distributed workforce, Version 1 knew it needed to introduce a globally-managed recognition programme that could acknowledge great work on a consistent basis. It also realised that a more strategic approach could boost employee engagement – crucial at a time when there is a struggle to attract and retain the best talent in the IT sector – and create a feeling of togetherness.
In this interactive webinar, brought to you by People Management Insight, in partnership with Workhuman, Reka Fasi and Amanda Kelly, who spearhead Version 1’s global employee engagement programme, join Workhuman’s Mary-Elizabeth Cross, to discuss the impact of the company’s recognition platform – CallOut – which launched in October 2020.
We cover:
How to build a recognition programme that supports key business objectives, such as attracting and retaining top talent, ensuring customer success and contributing to financial performance
Ways to ensure consistency in large-scale recognition programmes across different markets and business functions
Best-practice advice for launching a new recognition programme
The role data plays in pinpointing best practices
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Amanda has been working at Version 1 for just over two years, and currently heads up the company’s Employee Experience team and its Health & Wellbeing committee. She oversees Version 1’s companywide events, surveys and wellbeing strategy, in addition to its strategic partnerships with Great Place to Work and Healthy Place to Work. It’s her aim to ensure that all employees have the best possible experience at each and every milestone of their time at Version 1.
Reka joined Version 1’s People team four-and-a-half years ago, after completing a master’s degree in HR. Initially working as an administrative role, she then progressed to work in People operations, when she helped shape a new Employee Experience role, taking a central role in launching the company’s recognition programme, CallOut. Today, Reka heads up a number of strategic projects for Version 1’s People team.
Mary-Elizabeth Cross is a consultant at Workhuman, providing guidance on recognition and performance development best practices, and helping organisations to adopt and embed of a culture of positivity. Prior to Workhuman, Mary-Elizabeth spent eight years as an Organisational Psychologist, gaining experience in learning and development, organisational design, workplace wellbeing, culture, and ways of working change programmes. She holds a BA (hons) in Psychology and MSc (hons) in Organisational Psychology from Goldsmiths, University of London, and is currently working towards a chartership in organisational psychology from the Psychological Society of Ireland.