Here at Vesta Software Group, we’re huge believers in that great people make great companies. It’s one of the reasons why we’re committed to helping our employees to be the best they can be.
To give you an idea of how we value our employees and the steps we take to support their health and wellbeing, we had a Q&A session with our Head of Human Resources, Deanna Surman, to get her thoughts.
1) What is Vesta’s Talent Development Programme?
The Talent Development Programme is completely unique to Jonas Group UK and Europe, which is where the motto “great people make great companies” has originated from.
The programme itself is hugely beneficial to our employees; it enables them all to access a suite of blended learning opportunities, including classroom-based training, online webinars or even lunch and learns.
We positively encourage all our employees to identify their training needs, especially through annual performance reviews, and use our Jonas UK and Europe Learning Management System to record the learning and development they feel they would benefit from. This allows us to create a tailored quarterly Talent Development Training calendar which covers a range of topics to equip them with up-to-date knowledge to support their success in their roles.
By actively helping employees to grow themselves and, ultimately, their career within Jonas, we are often able to promote within and continue to help them develop into the future.
2) Why do you feel it’s important to promote within?
“We don’t offer jobs, we offer careers”.
As our companies continue to grow, so do our employees. We are proud to offer the training, support and progression within their company (and Jonas-wide!) as they grow into Senior Managers and beyond.
Many of our family of software companies have benefited from the introduction of new and familiar faces from within the wider Jonas Group, with these people all experienced and knowledgeable of our core values and processes.
3) How do Vesta support the health and wellbeing of employees?
In 2019, we introduced a programme for our People Managers to become qualified Mental Health First Aiders through MFHA, an internationally recognised training course that is designed to teach people how to spot the signs and symptoms of mental ill health and provide help on a first aid basis.
Furthermore, during lockdown we introduced our Wellbeing Wednesday initiative. This is a varied 30-minute, non-mandatory lunchtime session covering a wide range of health and wellbeing topics. We even had some podcasts commissioned to encourage employees to take a 25-minute break to go for a walk and tune in. This is something I am particularly passionate about.
On top of these, we also provide a wide range of healthcare benefits that employees are encouraged to subscribe to, which provide access to timely professional support. Our dedicated Health and Wellbeing HR Zone is available for all employees to access and is updated regularly with new articles and information.
4) How is feedback from employees utilised within the Vesta family?
Giving regular feedback is an important way for us to show employees that they are valued assets to the Vesta family. We are always looking for ways to solicit feedback and, importantly, any ways in which we can improve.
We often do this through:
New employee surveys
Employee engagement surveys
Jonas Global annual surveys
Town Hall meetings
While these are our standard mechanisms, our culture within the wider Jonas Group is very much open and transparent, so anyone in the business, irrespective of what level they are, will always make themselves available to listen to a fellow employee.
If you’d like to find out what working with such a great group is like, or for more information on how we acquire, manage and build software companies, please get in touch.