As a tech company that operates in Agile, we advocate collaboration and removing siloed working. It helps with our projects and how we operate as an organisation.
We collaborate through:
– regular standups.
– show and tells about things we’ve learned.
– management providing regular updates about the company’s plans.
– encouraging people to give feedback through the various channels, including company retrospectives.
We make decisions together as a team as it creates an inclusive culture. Being open and transparent means everyone has a say in how our company grows and operates. This inclusivity gives people visibility, a sense of ownership, and makes them feel heard.
We have great people, with a team ethos. We’re a close-knit community; we work and socialise together. We have a friendly and progressive culture underpinned by our values.
We help people grow — we upskill, promote, and encourage people to learn. We talk about realising the potential – and that’s a mantra embedded in everyone.
We’re transparent and keep everyone informed about what’s happening in the organisation, including visibility on growth, revenue, profit and sales developments.
This open, transparent and democratic nature gives employees confidence and positivity about the future.
Having a culture where employees can ask any question in an open/closed forum.
They have various ways to do this. And the leadership team reports back on actions they can take to improve.
Our employee “It’s OK”charter was created taking this open and democratic approach. The aim of the charter is to make our culture more inclusive.
We know everyone is different and works differently — the charter gives people a voice on how they want to work. Some of the things we say are OK to do include finishing work early, taking days off, or dropping out of meetings.
Helping employees realise their potential – our organisation’s purpose.
Each employee has a line manager for pastoral care, wellbeing, and career development. A full-time in-house organisational coach also provides support.
At Zaizi, people don’t wait for promotions. If they’ve done well and they tell us how, we promote them. We promote 30% of our employees annually and help those who want to change careers.
We provide 7 training/volunteering days and a learning budget. We also create space for people to share and learn with reflective sessions, brown bag events and specialised communities of practices.
We celebrate individuals and teams by submitting them for awards -— and we’ve won a few! One of our apprentices was even eulogised by the UK Prime Minister.
Our values are based on what we see within the company. They’re not aspirational. We cultivated our values by looking at our employees and understanding the qualities that make them great — People, Passion, and Purpose.
We champion and live those values throughout the organisation.
We keep them alive and thriving by talking about the values and using them to drive conversations, including difficult conversations.
We celebrate them weekly at an all-hands meeting, with employees nominating fellow colleagues and teams on how they really live those values.
How we create a ‘Loved Workplace’:
– Give employees a say about the company’s direction.
– Focus on diversity that brings new perspectives and talents to our organisation.
– Be flexible and provide work-life balance.
– Have tools and initiatives to support employee growth, mental health and wellbeing.
– Work on meaningful projects.
– Encourage employees to research, experiment — and teach the rest of us.
– Various Slack support channels, including LGBTQ+, Women in Tech, D&I.
– A social committee that organises regular activities.
– Our apprentice programme trains and recruits new cohorts of techies.
– Cloud graduate programme – helps graduates settle in at Zaizi.
Encouraging a culture of open and transparent conversations, removing silos and placing employees at the centre of everything we do. He embodies our core values:
People — Ainga is inclusive and principled, caring and respectful and encourages us to have fun whilst we work
Passion — His enthusiasm and dedication inspire everyone around him. He’s passionate about our work and strives for the best outcomes for staff and clients.
Purpose — Ainga strives to unlock the full potential of our staff, clients, and fellow citizens. He wants to make a difference and help everyone achieve their goals and aspirations.
– Medical insurance.
– Life assurance.
– Remote working and asynchronous work/flexible start and end times.
– Home office allowance per year.
– Learning/development budgets.
– Employer pension contribution; recently increased due to employee request.
– 5 days paid training/ 2 days volunteering.
– Buy and sell holidays.
– Self-promotion framework.
– Employee Assistance Programme; includes 24/7 helpline, counselling, financial & legal support, and tools to support health and wellbeing.
– onHand – volunteer and climate impact platform.
– Referral bonus — £3k for an employee who recommends someone to join. Every year both employees get an additional £1k annually.
– Free drinks, fruit, snacks and in the office
Zaizi helps public sector organisations design, build and sustain user-centred and secure digital services.
We solve problems with digital solutions. Our work has a positive impact and helps government organisations achieve their goals and do the best for their users.
Whether we’re working with the Home Office or the Foreign Office, at the early stages of developing a new service or improving an existing one, we always adopt a flexible, collaborative approach tailored to our clients’ needs.
Everything we do is driven by our purpose to realise the potential of our people, clients and fellow citizens.
Kings House, 174 Hammersmith Road, London W6 7JP
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