Nature of Daemon is by virtue collaborative with teams from both SA and UK working on client projects together
We have a number of working groups which pulls together people across grades, expertise etc to work on passion points within DEI, Culture, Environment, Social, Wellbeing and charity….they are encouraged to build the strategy for their group aligned to the NS ambitions and work together across groups to build annual initiatives to support employees this has resulted in steps challenges, Daemon day of giving, launch of cycle scheme etc
Our culture, tech and consulting interviews also show this from the point people are introduced to Daemon
Practices work collaboratively on client to get to the best solution for delivery – this has been evidenced with a number of our clients having more than one practices delivering projects and all running at once due to collaborative working practices
Regular updates on the NS ambitions (Our People and being an employer of choice, Our Culture and being a great place to work, Our Impact, making the world a better place through tech, Our Sustainable Growth with clear targets and finally Our Clients to be client centric) all of these are published and we provide bi-annual info packs tracking how we’re performing and how people can contribute
Grade framework provides clear definitions of the roles within Daemon and twice annual progression reviews help to allow people to take control of their progression aligned to the grade framework.
The bi- monthlies are key in this though as we actively call out for people to get feedback every other month from colleagues, peers, stakeholder to ensure people are aware of their performance
Everyone has 6 months of probation to support their onboarding, provided with a buddy and a People Manager focused specifically on their career as opposed to operational day to day working
We also ask people to think of others and check in regularly flagging when they’re worried about someone so we can support.We’ve also replaced annual performance reviews with bi-monthly check-ins. Colleagues can use these to talk about anything they want, whether it’s their struggles or their achievements. This allows us to be more flexible in our approach to development. We can catch problems as soon as they appear, instead of leaving them to build up over the course of the year.
At Daemon we always try to put wellbeing first whether it’s holding Wellbeing Wednesdays or publishing our own Daemonites Guide to Wellbeing for World Mental Health Day. This has been a team effort, and it’s great to see that it’s having an effect – 96% of staff say that Daemon is a fun place to work and 95% believe that the company is run on sound moral principles
At Daemon, we make sure that we look at people holistically, and we want everyone to know they are valued.
Culture Collab session monthly – themed recent one was on recognition and values
Cascades every other week – business sharing of projects, welcome newbies, practice updates, message from exec
Monthly survey’s through HRIS along with Annual participation in Best Companies and due to enter Times top 100
Colleagues meet with their buddies and PM’s every other month as min
Our grade framework which clearly defines the grades within Daemon and provides guidance on how to support development
This is evidence based and tracked throughout the year to ensure people can recognise their achievements and opportunities for development
All linked back to our NS ambitions and of course PDP’s
We have a number of ways for people to gather feedback on their performance and delivery through our Feedback Philosophy and also the HRIS which prompts people to gain feedback regularly
Partnering with Udemy, A Cloud Guru and Whizzlas for the tech and soft skills development
Our recognition framework helps to encourage this through People Manager thank yous, anniversary gifts, seasonal gifts and birthday gifts too!
As a growing business we are constantly evolving and to do this well, we know our people have to be able to have their say – with that we do regular drop in’s to share new initiatives, retros’ to look back at what we’ve learned and all our Exec team are really approachable through their day to day interactions with their teams and beyond
Ultimately though it really comes down to how we operate and get together as a remote by default business – this means that we pay close attention to getting together through 5 Unites days, 2 Daemon days and regular clubhouse/SA days. This embodies our approachable, pragmatic, passionate and progressive nature
One of the key things we endeavour to be mindful of is consciously focusing on our Culture. We know how important it is to feel part of something, so making sure that colleagues feel informed, involved and empowered is key to our success.
With that the core practices of knowledge sharing, a supportive People Management structure that focuses on Mentoring, Coaching and Career Development using one or all of the available tools (Grade Framework, Bi-Monthlies, PDP’s, Community Days etc) to empower people to do work they love and be inspired by those around them, making sure we continuously collaborate to create strong working relationships.
Our Exec are all aligned to business areas, but more importantly work across the business in support of the North Star Ambitions. There are regular need to know sections at our bi-monthly Cascades (Town Halls) and there is a specific Exec update in these calls too to ensure the Exec are able to cascade messages throughout Daemon.
We’re a remote-first workplace, we always have been, even before the pandemic. We understand that everyone’s optimal working hours are different, our employees all live different lives and we embrace that. So, with hybrid at the heart, we ensure benefits aren’t just suited to a certain location or that only benefit those who come into the office.
We regularly assess our salaries against the external market with twice yearly benchmarking exercises and once a year market rate increases where relevant, alongside our progression (pay and promo) review in April
Whilst in the UK we have a wide variety of benefits, from private healthcare and life and dental cover in the UK, which is paid for by Daemon, to the electric vehicle incentive scheme which is optional for every employee. We offer a cash allowance to our SA colleagues who aren’t able to participate in the UK schemes
Due to growth we have now instructed a Benefit broker as a partner to ensure that we have a constant review of our offering and the ability to pull all our renewal etc into one conversation, therein ensuring we are getting the best offering from our approach.
We energise customers, colleagues and communities to work as one, and deliver technology that makes the world a better place. We solve business problems by turning your teams into movements that transform your tech. We find a single vision everyone can get behind to power you forward. Everything we do is about energising the movements that creates, to achieve different aims. We offer a core set of client centric solutions, designed to crack problems with making technology work better for business. Wherever you are on that journey we’ll energise your people, the community and business so that movements power the changes you need. So we get you to the future faster.
Daemon Solutions Ltd.
Paddington Clubhouse
Studio C
21 Conduit Place
Paddington
London W2 1HS
Information Technology
Steve Bennett and Calum Fitzgerald
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