Comment: Stiltz Homelifts on how it is building an employee-valued culture for its workforce
One year on from gaining Living Wage accreditation, Stiltz Homelifts, a British manufacturer of through-floor homelifts, reflects on its increasingly employee-centric culture and how this is benefiting its national workforce.
Working with older and more vulnerable members of society, Stiltz asks a lot of its people. The business expects all employees to understand products in detail and to always follow clear rules of behaviour. In fact, Stiltz asks staff who work in customers’ homes to sign an “Employee Conduct Charter” when they join, to demonstrate their commitment to quality service levels.
Stiltz Homelifts is one of the fastest-growing companies in the West Midlands and with increasing turnover comes the need to expand the headcount of the business. From the outset, under the guidance of CEO Mike Lord, who has previously owned and operated similar companies in the area, the focus has been on building a workforce which is happy and committed to the business.
Mike realises this is a two-way street though, saying: “We can’t just take, we have to give back to our staff too”. He continues, “We’re constantly reviewing the benefits of working at Stiltz and to date, in addition to the Living Wage we have implemented a company-wide profit-related bonus programme. As we’ve been growing at a rapid rate it means all staff have been benefitting from the three-times-a-year windfall.
Some other significant benefits offered include a six-times-the-salary life assurance for everybody and all staff have access to a Cashback Health Scheme which helps with basics such as optical and dental care as well as physio and other complimentary treatments.”
We caught up with HR Manager, Teresa Lippitt, and asked her how things have developed in the intervening year, she explains: “We were already paying the Real Living Wage at Stiltz; however, last year we decided to become accredited. We have always believed in voluntarily going above and beyond the government minimum pay and taking a stand to ensure all our eligible employees take home a wage which is fair.”
“We are proud of our accreditation. As a responsible and progressive business, we want to be part of shaping the debate on low pay in the UK. Alongside large global brands such as IKEA and Burberry, we also want to set an example to other UK businesses, who will hopefully follow and pay a wage that is fair and dignified.”
Teresa concludes: “As an employee-centric business, our people are our most important asset, and as a growing organisation we genuinely strive to support and look after the wellbeing of all our staff. With a view to further developing our wellbeing policies, becoming accredited is part of that journey. Our whole business ethos centres around caring for our customers, caring for our people. We believe accreditation illustrates a sense of our values.”https://thiis.co.uk/comment-stiltz-homelifts-on-how-it-is-building-an-employee-valued-culture-for-its-workforce/https://thiis.co.uk/wp-content/uploads/2022/07/Stiltz_staff.jpghttps://thiis.co.uk/wp-content/uploads/2022/07/Stiltz_staff-150x150.jpgAnalysis & InsightsNewsroomOpinions & CommentsSupplier Newsemployee,homelifts,Stiltz Homelifts,workforceOne year on from gaining Living Wage accreditation, Stiltz Homelifts, a British manufacturer of through-floor homelifts, reflects on its increasingly employee-centric culture and how this is benefiting its national workforce. Working with older and more vulnerable members of society, Stiltz asks a lot of its people. The business expects...Liane McIvorLiane McIvorliane@thiis.co.ukAdministratorTHIIS Magazine