Drewberry provide three tiers of service to help organisations increase employe engagement. Tier 1, understand your employees. Tier 2, reward employees for the efforts. Tier 3, design clear, engaging communication to strengthen the employee/organisation relationship

1. D R E W B E R R Y .
Solution
2009
employee engagement | employee opinon | employee reward | employee communication

2. contents .
motivate your employees 3
working together 4
introduction 5
proposition 6
satisfaction & loyalty 7
satisfaction & loyalty key topics 8
remuneration & reward 9
remuneration & reward key benefits 10
communication & culture 11
communication & culture examples 12
grounded in research 13
contact 14
2 D R E W B E R R Y .

3. motivate your employees .
what is your one unique asset?
Your employees. One of the greatest factors in boosting morale and
workplace productivity is creating a positive
Talented people, unlike business models or your environment in which employees feel recognised
products, cannot be imitated. The key to any and appreciated. We consistently find that
organisation’s success is attracting and retaining organisations who
talented, engaged people at all levels within the
business. An engaged employee is motivated and understand
productive and will continue to generate results
inspire
for your organisation.
grow
In these difficult times, it is more important than involve
ever to work hard to keep your employees reward
motivated. Nothing chips away at enthusiasm like
worries about money, job security, or the stress of their employees are the same successful
having to take on the additional work due to a employers that get the most from their workforce.
downsized workforce. While it is understandable,
waning morale can push your organisation into a We can help you to understand your workforce,
downward spiral. and the factors that... and ultimately unlock your
employees' discretionary effort and desire to
contribute to the future of your organisation.
.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 3 D R E W B E R R Y .

4. working together .
easing the pains of a growing organisation
Understanding your employees key motivators.
Benchmarking your organisation against current and future competitors.
Advancing the way you reward your employees in line with the growth of your organisation.
Developing your ever changing culture.
Identify seeds of doubt, preventing minor issues turning into big problems.
enhancing the effectiveness of a merger or acquisition
Understanding your employees key motivators.
Understanding the cultural differences between the organisations.
Sculpting a positive integrated culture and reward structure to create a diligent workforce.
Recognising the key drivers of a truly successful integration.
enabling organisation to find growth prospects
Realise employees awareness of company objectives and direction.
Finding new opportunities to increase efficiency from the ground up.
Find out what stimulates your employees and what keeps them from moving on.
.
Resolve issues and build on ideas to help drive the business forward.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 4 D R E W B E R R Y .

5. introduction .
three tiers of
Our aim at Drewberry is to help you engagement
understand and motivate your employees
better. A truly engaged workforce hugely
increases productivity and ultimately drives
up your bottom line.
In order to achieve this The Drewberry
Research team have designed three tiers of
engagement model.
satisfaction & loyalty tier 1
Understand what motivates your employees.
remuneration & reward tier 2
Incentivise to perform with a tailored
employee reward & benefits scheme.
communication & culture tier 3 flow of
engagement
Wrap all this with clear communication and
a stimulating culture and you are likely to be 1 diligent engaged workforce
getting the upmost from your workforce.
We aim to help you the business leader fulfil 2 customer satisfaction & loyalty
these objectives with our experience in
capturing employee opinion, reward design 3 positive corporate brand & image
and broking and the creation of engaging
.
communication material. 4 improved business performance
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 5 D R E W B E R R Y .

6. proposition .
the three tiers of engagement
Grounded in research the three tiers of remuneration & reward
engagement model has been designed to help We can help you design and tailor your employee
you utilise your only truly unique asset, your reward & benefits scheme. The key focus being
employees. relevance and value for money, efficient reward.
Together, we will design an employee benefits
Combining services to better understand, reward scheme which is tailored to your employee
and communicate with your employee’s we can demographic, culture and business objectives
work together to help you attract, retain and whilst working with providers to get the most out
continually motivate and inspire your top talent. of your spend.
satisfaction & loyalty communication & culture
With the first tier we aim to help you better The final tier, bringing all together is
understand what makes your employees tick. the communication strategy. Having spent time
Using innovative methods of capturing and listening to the opinions of your employees and
analysing employee opinion we can begin to having devised a tailored employee reward &
understand what motivates and inspires your benefits scheme incentivising them to perform, it
employees to perform at their best. is vital to communicate improvements you are
making in an engaging manner, ultimately to
survey | design | build | analyse | focus groups promote the future success of your organisation.
. Remember engagement is a two-way process.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 6 D R E W B E R R Y .

7. satisfaction & loyalty .
survey We correlate and cross-tabulate responses to
uncover important relationships between
We provide a professional, robust, user friendly
employee loyalty, motivation and productivity,
online solution from full employee engagement
and your organisations policies and objectives.
and satisfaction surveys to exit/retention surveys.
Our online surveys are tailored to your
Regression analysis assists in understanding the
organisations needs and include:
most cost-effective initiatives which will have the
greatest impact on improving employee attributes
bespoke survey design
such as loyalty and productivity.
personalised email campaigns
focus groups
randomised questioning
We can deliver focus groups which will enable
branched questioning participants to share their thoughts, feelings and
attitudes. A consultant will guide the 6 to 12
comprehensive question types attendees through key topics including those you
have requested be discussed and/or if a survey
tailored branding & communication
has taken place any red flag issues which were
raised.
analysis
Based on the results of the survey and/or
Once the survey responses have been collated we
feedback from focus groups we produce a bespoke
use advanced quantitative methods to evaluate
report, based on your requirements, which is clear
the datasets.
and concise, and ready to present to your
business leaders.
.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 7 D R E W B E R R Y .

8. satisfaction & loyalty .
key topics for discussion
To what degree do employees like working at your organisation?
culture
What importance do employees place on the future of your organisation?
How do employees feel expressing ideas to their leaders?
communication
Do employees feel leaders always relay relevant business information?
business How do employees perceive their leaders, as honest, fair and ethical?
leaders Do employees feel the business leaders inspire and motivate the workforce?
What is the employees perception of quality job-related training?
development
What opportunities are employees aware of to learn additional skills?
Are employees satisfied with their reward package?
pay & benefits
Do employees believe their reward package is competitive against the market?
To what extent do employees believe there are opportunities to grow and advance
opportunities
into positions with more responsibility?
Do employees feel their leaders recognise a job well done?
recognition
Is positive feedback issued accordingly by the employee’s leader?
Are employees voices heard and ideas used when organisational decisions are made?
empowerment
. Do employees perceive they can make decisions that affect their work?
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 8 D R E W B E R R Y .

9. reward & remuneration .
benefit broking Are you making the most of the tax
efficiencies available?
We at Drewberry believe given the investment
that is made into employee benefits, it is key to Are the premiums charged for providing the
benefits competitive?
make that spend efficient.
There are many factors that determine how you benefit harmonisation
structure your employee benefits scheme. We can
Due to mergers and acquisitions, changing
guide you step-by-step through the process of
complex grading structures and legacy policy
designing and broking a cost-effective employee
changes your organisation may well have a variety
benefits scheme appropriate to your organisations
of legacy benefit rules and providers making
and your employee's needs.
administration and communication of your
benefits program cumbersome.
Smart broking of your policies is one of the easiest
ways to make savings to free-up more of your
Together we can harmonise your benefits program
reward spend. Our aim is to help you utilise the
with the aim of creating a simple, cost-effective
tax efficiencies available whilst making sure the
strategy.
benefit provision is at the most competitive rates.
Reduces costs due to economies of scale in
Do your employee’s value all the benefits
grouping employees under single insurance
offered?
policies.
Are the benefits you provide appropriate to
Simplify your communication strategy.
the needs of your workforce?
Reduce your benefit administration.
Are the benefits you provide competitive in
your industry? Build unity within your organisation.
.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 9 D R E W B E R R Y .

10. reward & remuneration .
lifestyle
flexible holiday
Every day benefits to help with your employee’s every day costs.
childcare vouchers
These benefits are very popular with employees as they can see
cycle-to-work tangible savings on a regular basis. With such benefits touching on
discounted shopping portal your employee’s everyday lives and being inexpensive to introduce
and administer they are a quick win in terms of Kudos. With the likes
discounted london dining
of Childcare, Cycle-to-Work and Flexible Holiday there are also
give as you earn
potential savings to be made for you the employer.
gym membership
wellbeing
private medical insurance
Health and wellbeing benefits can play a key role in your
dental insurance organisations long-term strategy to improve employee productivity
and wellbeing whilst helping to drive down the number of days
treatment cash plan
absence in a year. Making efficient use of your reward spend there
health assessments are clever ways in which we can combine these benefits enabling you
employee assistance program to provide a well-rounded health and wellbeing strategy.
protection
life assurance
Benefits that provide piece of mind for you and your employee’s.
income protection Whether it is helping employees in the case of an accident or with a
critical illness cover long term illness these benefits play a key role in creating a complete
reward package. With the insurance market always changing it is key
personal accident insurance to keep these benefits under review to ensure your rates and service
.
travel insurance are competitive.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 10 D R E W B E R R Y .

11. communication & culture .
However brilliant your employee understanding Design a powerful and effective employee
and focus without engaging communication all the communication strategy supporting and
hard work you have put in is easily lost. To obtain developing your employer/internal brand
the greatest perceived value of your spend it is so and core values.
important to make a visual impact on your
employees, making the communication relevant to Increase employee understanding of their
your employee's as individuals. reward & benefits and the investment your
organisation makes in their employment.
It is vital for us to understand you as an
Maximise your return on investment.
organisation, your culture, your people and the
vision for the future of your organisation. Working Develop employee engagement with year
together we can create a targeted communication round targeted communication
strategy with a tailored mix of media to achieve
your communication objectives.
From a new starter induction guide or internal
newsletter to a fully flexible employee benefits
scheme, together we can enhance your
communication strategy with the design of
bespoke offline and online
employee communication maximising the
perceived value of your spend and strengthening
your employer/internal brand and core values.
.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 11 D R E W B E R R Y .

12. communication & culture .
example design
We whole heartedly believe in the service we deliver and thus our communication strategy starts at home,
below are some examples of the drewberry communication which we use to motivate our employees and
show them how much we appreciate their efforts.
brochure .
web-based design .
total reward statement .
. total reward statements | employee handbook | executive reward | benefit harmonisation | newsletter
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 12 D R E W B E R R Y .

13. grounded in research .
key drivers of employee engagement
At Drewberry our methodology is firmly grounded “Too many organisations focus on what the
in research. The table below highlights the key customer thinks – to the exclusion of what the
drivers of employee engagement as defined by employee thinks. Organisations are more likely to
respected employee research bodies the be growing if the employee's opinion of the
Chartered Institute of Personnel & Development organisation is better than that of the customer.”
(CIPD) and the Institute of Employment Studies Harvard Business Review 2007
(IES).
“The positive linkages which research has found
Involvement in decision making. between employee engagement, advocacy,
performance and intention to quit mean that it is
Freedom to voice ideas, to which in employers’ interests to drive up levels of
managers listen.
engagement amongst their workforce.”
Feeling enabled to perform well. Chartered Institute of Personnel & Development
Having opportunities to develop the Business performance gains of between 30% and
job role. 40% can be realised by organisations whose
employees feel highly committed and engaged in
Feeling well-informed about what is
their work.
happening in the organisation.
Great Place to Work Institute
Feeling the organisation is
concerned for my wellbeing
.
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 13 D R E W B E R R Y .

14. contact .
+44 (0) 800 612 7897
www.drewberryltd.com
enquiries@drewberryltd.com
88-90 hatton garden
the city © Drewberry . 2009
All rights reserved
london
Registered in England and Wales
ec1n 8pn Company Number 6675912
Drewberry Limited is an appointed representative
of Chase Templeton Limited authorised and
regulated by the Financial Services Authority
.
Firm Reference Number 311612
drewberryltd.com
+44 (0) 800 612 7897
enquiries@drewberryltd.com 13 D R E W B E R R Y .