Attending our regular virtual coffee sessions. These are either facilitated sessions with the CEO where small groups from across the business get time to connect with colleagues they wouldn’t typically encounter in their daily work life and also learn about what’s happening across the company. We also have more informal “drop in” coffee sessions which are hosted by different people with different themes. Even though we are fully remote, we want our employees to still feel part of one team and instill a positive work culture. Everyone has frequent 1:1’s and attends team meetings. We also provide everyone with an opportunity to provide honest feedback on any issues, roadblocks or worries. We encourage open discussion in video calls or anonymous feedback via the surveys or Your Voice function on our HRIS Hibob. We want to ensure providing feedback is easily accessible. We recently launched a remote working survey to understand how colleagues prefer to work and want to collaborate with the wider teams globally. From this feedback, we have facilitated a combination of more face to face informal meet ups in addition to more formal workshops and All Hands Calls.
We bring them on the journey by communicating regularly and providing frequent company updates. We hold monthly All Hands Calls to provide business updates and give everyone the opportunity to ask questions or tell us what they want to know about in the next call. We have implemented many more transparent processes so they can see first hand the progress we are making with the product and improvements as a business. We have also just received significant investment from our board into our R&D and Product functions.
Having a true open door policy and always giving people the opportunity to ask questions and share their feedback in meetings. We appreciate that not everyone is comfortable doing that so through our HRIS – Hibob, we have something called Your Voice which is a space for employees to share any work related concerns or questions anonymously at any time. They select the topic such as CEO Connect or HR where their question/comment would be directed to the person most relevant to support/help.
We also run regular surveys through Hibob to obtain feedback anonymously – whether this is for our monthly all hands calls or important topics such as DEIA.
Ensuring that everyone has a documented career development conversation annually which can be discussed and reviewed with their Manager during regular check ins or our quarterly performance development process. We also have company goals, departments goals and individual goals which are all interlinked. The Managers collate common themes for training & development needs so that the Leadership team can prioritize.
We involved a number of our employees globally in deciding what our values should be. They also feature throughout the employee lifecycle from the recruitment process through to goal setting, kudos awards and exit interviews. We are continually understanding how well employees believe the values are imbedded so that we can improve. Employees vote on a quarterly basis for which person has best demonstrated our values. There are 3 awards each quarter, one in North America and one in Europe.
COLERE Reps– COLERE is a Latin word that means promotes growth. The acronym stands for:
Charity
Opportunities
Leisure
Entertainment
Responsibility
Excellent Wellbeing
We have reps for each group who help drive engagement initiatives whether it’s a monthly Games Night, Pride Awareness and AME calls, International Women’s Day, Exercise competitions via Yu Life, our Christmas Party etc, Videos for globally recognised days or sending cakes in the mail as recognition for a job well done.
We also have an unlimited annual leave policy and excellent benefits package.
Always delivering on what he promises and operating with honesty and integrity at all times. Paul holds separate virtual coffee meetings each week with a small group of employees from different locations and teams. This gives employees to interact with people they wouldn’t normally. He listens to their feedback and makes recommendations for change. Paul is passionate about our future and believes that happy, engaged & motivated employees are the key to that. We had a kick off event at the beginning of the year where he explained the strategic goals for 2023 and we explained how each person could contribute towards that.
We offer competitive compensation & a great benefits package which includes an unlimited holiday policy.
We have great medical, dental and vision plans
We also offer a monthly working from home allowance to contribute towards utility bills and home office provisions.
Our retirement plans are also generous, helping employees have a healthy fund when the time comes.
At Thesis, we make the mission critical processes at colleges and universities easy, intuitive and effective. We offer a highly focused and standardized approach to solving core student administration issues. Building upon our legacy of SIS products (CAMS, QL and EMS), we’re proud to offer two modern, cloud-based solutions. With Thesis Student Management and Elements, we help universities deploy a predictable SaaS student system engine that cooperates with existing campus systems and, ultimately, powers change. We specialize in small to medium higher education institutions in Canada, the U.K. and U.S. Those who are seeking a modern, cloud-based student journey.
400 Chesterfield Center Suite, Chesterfield, Missouri
Computer Software
Paul McConville
0 - 1000
SJAymfhJ15A
