BPS World Reviews

Thank you for taking the time to leave a review and for acknowledging our organisation’s positive outlook. We are surprised, however, by your comment of “fake words and promises”. As a former employee you will be aware BPS has clear and direct communication with its colleagues and consistently keeps everyone informed of developments in the business. This is achieved through daily online “check-ins”, chaired by the CEO, and a weekly global communication meeting. It is also concerning you were unaware of who our clients are given the daily business updates. Transparency and an open-door policy have always been paramount to the business and will remain so. We are also sorry to hear you feel there is a lack of belief in colleagues. BPS’ founding purpose is “People Can Be More” and the delivery of this strategic aim was recognised by our Sunday Times Best Small Company to Work For 2019 accolade. Employee engagement is very important to us and we always welcome feedback and suggestions on how we can improve, especially when it comes to our communication. If you would like to discuss any points in further detail please contact our People and Culture team: people@bps-world.com - we look forward to hearing from you.

Thank you for taking the time to leave feedback, we value comments of employees, both past and present as it helps us improve. We are sorry to hear your views on our company culture. Company culture and employee engagement is an area we work very hard on as an organisation and have achieved great results, including a place in this year’s Sunday Times Best Small Companies to Work For list. This list was compiled based on the anonymous and confidential scoring of our employees. We also achieved the top 3 Star accolade from Best Companies, also based on our employees’ opinions and experiences. BPS offer a clear progression path after Apprenticeships, starting with the “Shining Stars” programme to further professional development. To support this there is an aligned L&D programme, including qualifications to work towards. At this stage there is also the opportunity to progress to a Managerial role and embark on the “Rock Stars” stage of the programme. Targets and commissions are clearly set out at the start of each quarter and remain in place throughout that time. MAPs (Monthly Action Plans) and Quarterly Objectives are used to ensure that everyone in the business is working towards the same common goals. MAPs are a monthly self-management tool that enable employees to understand and take responsibility for meeting their Quarterly Objectives. Quarterly Objectives are cascaded down from the Global Leadership Team’s playbook and used to monitor employee success and progress against their plans and objectives. Commission is always paid on targets which have been achieved. We fully acknowledge that there’s always areas where we can improve and if you would like to discuss any of these points in further detail, please do not hesitate to contact us. We look forward to hearing from you: people@bps-world.com

Thanks for your review, it is great to hear your experience with the company is so positive and that you feel part of our culture! We look forward to sharing your BPS journey with you.

Thank you for your honest feedback. Your comments are important to us. We are sorry to hear you feel there was a lack of opportunity after apprenticeships. We offer the “Shining Stars” path of our careers programme which furthers professional development. To support this there is also an aligned L&D programme available, including qualifications to work towards. In terms of the mental health of our employees we take this very seriously, which is why the Employee Assist Programme, a 24-hour confidential free phone service, is made available to all. We care about our employees and regularly monitor our engagement levels through Monthly Action Plans, Personal Development Plans and monthly “Happiness” surveys. We work hard to integrate our global offices and do this through our weekly global communications meeting - which includes all our regional offices. In addition, we use our intranet system to regular post blog updates from regional offices and for offices to “chat” daily on the newsfeed. Monthly communications are posted with all organisational news and offices regularly communicate with each other via Skype. The CEO has an “open door” policy and as an organisation we welcome all comments and suggestions to help us continuously improve our performance and our engagement levels. Once again, thanks for your candid feedback. If you’d like to discuss further, please feel free to get in touch with us at: people@bps-world.com