The company has an open door policy and all employees are equipped with the necessary technology and opportunities to allow them to reach out to the Chairman, Managing Director, Directors and any colleague in the company. We empower, reward and encourage employees to provide regular feedback, identify continuous improvement opportunities and work across functions to improve both our working environment and business practice.
We have established a number of professional networks where innovation and best practise is discussed and employee ideas are implemented across the business.
Our business strategy and positive growth is very clearly defined and we work hard to ensure we provide regular updates and get feedback from our employees. We have monthly managers’ meetings sharing information across all departments. We also have Managing Director Briefings where the Managing Director addresses the whole business, updating everyone on the financial performance, sales, operations, HR, IT and any other relevant topics.
At all these interactions employees are encouraged to ask questions either within this forum or privately with the relevant Director.
Along with our open door policy, we have a technology based systems for employees to ask questions and make suggestions and do this anonymously if needed. We also have the regular weekly and monthly engagements individually and as a team where feedback is discussed.
Our networks are employee led and cover a range of areas including; Armed Forces Covenant, Professional Communities of Interest and Inclusion and Diversity.
Employees have regular opportunities to develop themselves professionally, the company provides frequent training opportunities, whether that is compliance, awareness of other departments, specific accredited training or continuous professional development. We run subject matter training courses that they are given the opportunity to attend. We also arrange specific training for their roles, dependent on their personal and professional aims.
The company also pays for annual professional memberships for individuals; where we encourage networking and professional developed with other industries.
Our recruitment process is tailored to find candidates that have the same values and like mindedness in line with those of the company. These values are also highlighted through the on boarding and induction. Each new employee also has a 1-2-1 with the Managing Director on starting with the company.
We conduct away days where employees can review, discuss and provide valuable input into company charters, giving each employee the opportunity to contribute and align themselves with our values.
Our company ethos is one of a friendly family-minded company, everyone feels part of that family, cared for and nurtured.
Our Induction process has been designed to be flexible enough to reach all the different roles in the company and to accommodate group and individual induction. Through this induction process all new employees are made to feel part of the Allan Webb Family, furthermore, we assign to the new employees a buddy who is there to guide and support them while they adjust and acclimatise to their new jobs and working environment.
We have annual summer events, where employees are encouraged to attend with their families.
We have ambassador programmes and employees are encouraged to volunteer, whether that is mental health, diversity and inclusion.
A proud Armed Forces Gold Covenant holder, with more than 40 percent of the company made up of military veterans and this includes the Managing Director, Operations Director, Strategy & Capability Director and Head of HR. Our Operations Director has also been awarded an MBE from Queen Elizabeth ll.
Its goal: Provide a soft landing for veterans transitioning to civilian life.
Offered: creating multiple opportunities; offering in-house training, mentoring and coaching for a career in the Defence sector in Supportability Engineering services, Data Intelligence and Project management.
The Managing Director has vast amount of experience across the business; having held senior positions across the business and been with the company as it has grown.
The Managing Director holds individual meetings with all new joiners. These are individual sessions that are held face to face in the office or via video call depending on their location and availability. He has an open door policy and is always willing to receive any questions or feedback.
We have adopted Agile and Home Working which has been very successful in the last 3 years. In additional we are always looking at new ways to reward our employees for good practice.
Our ‘Brilliance’ award scheme allows us to reward staff when either positive customer or internal feedback has been received.
Additionally we have an Annual bonus related to the overall company performance. We are also continually reviewing our overall benefits package, ensuring we cater for a wide range of needs; such as Perkbox, Electric Car Scheme, Health & Wellbeing initiatives, Training, Professional Fees, Further Studies.
Allan Webb has been a leading provider of supportability services and technical documentation for 60 years, utilising data intelligence to devise informed solutions. From support engineering and training services through to comprehensive obsolescence management, Allan Webb can support you to reduce whole life cost, increase operational availability and to deliver a seamless support solution. Security and quality are at the core of everything we do, and we’re committed to providing the right service first time and on time.
We are proud to support and work with the armed forces. As part of our pledge, we have signed and uphold the Armed Forces Covenant, supporting those who serve and have served, including veterans in our workforce.
Stonehouse, England, United Kingdom
Defence & Military
Rory Lipington
0 - 1000
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