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54
BLUE LABEL INTEGRATED ANNUAL REPORT 2015
STAKEHOLDER RELATIONS
CONTINUED
Stakeholder
group
Nature of engagement
Method of
engagement
Dialogue process and
outcomes
Employees
– we invest in the
growth of our
people
Ongoing communication with
employees covers matters of a
strategic, financial and
operational nature, including new
developments, product launches,
health and safety initiatives,
internal policies and practices
such as the ethics hotline,
competitions, business initiatives,
charitable initiatives, human
resource matters, staff wellness,
staff-related news and regulatory
and compliance matters.
Blue Label also holds an annual
off-site conference attended by
Directors and Senior
Management. The purpose of the
conference is to obtain input and
feedback from attendees on
strategic and common
operational matters. Companies
within the Group host their own
management, sales and strategy
conference, held at least once
a year.
Staff meetings,
newsletters, posters,
e-mails, staff notices
posted on notice
boards, in the
canteen and in lifts,
lunch and coffee
station discussions,
management
presentations and
briefings of strategy
updates, financial and
personal
performance.
Other methods
include wellness days,
a carnival day, blood
donor drives, health
campaigns, the
winter Olympics, the
year-end awards
ceremony, and social
events with
employees, customers
and service providers.
More details are
provided in the
human capital section
on page 81.
Keynote speakers
from industry,
discussion groups,
breakaway sessions,
motivational speakers
and team building
exercises.
Newly appointed staff attend
an induction programme held
at the beginning of each
month.
Innovation in our
entrepreneurial environment
is nurtured, while motivation
and values are reinforced in
a safe and rewarding
environment. Efforts are
made to balance the
organisation’s entrepreneurial
spirit with a structured work
environment by streamlining
processes and procedures in
a relatively flat organogram
and an open communication
system.
Staff performance is reviewed
bi-annually with the intention
of measuring performance
and reviewing salaries. There
is a forum to which staff may
make recommendations
and/or requests.
External training, coaching
and mentoring programmes
are available to staff on the
recommendation of their line
manager.
See pages 78 and 79 for
more details.