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Centre of Excellence in Wellbeing

We are delighted to announce that we have been recognised by the GPTW Institute as a Centre of Excellence in Wellbeing. 

Having been named a Great Place to Work for 20 consecutive years by the Great Place to Work Institute, the workplace culture specialists have also recognised us specifically for our approach to wellbeing in the workplace for a second year. 

Recognition as a centre for ‘Excellence in Wellbeing’ depends on employees completing the Great Place to Work Wellbeing Index survey designed to measure the levels of wellbeing in the workplace. We have conducted an Annual Staff Survey every year since 1999 because we believe it’s important to ask the people who work for Admiral Group what they are happy or unhappy about. This is a significant achievement, and we are extremely proud to have been recognised for our commitment to creating the best environment possible for our employees.

Our employees scored us high in several areas including Mental and physical health, Fulfilment at work and Financial security. Employee wellbeing is a key element of an organisation’s culture; given the challenges we’ve all faced in 2020, it’s important now more than ever that our employees know this hasn’t changed.  

The Great Place to Work Wellbeing Model encompasses all the physical, psychological, social and financial aspects of working life. Together, these can allow people to perform to their fullest potential, thriving inside and outside the workplace. 

We pride ourselves on having a happy, supportive and productive workplace and looking after our employees’ wellbeing was our top priority during the challenges of 2020.

I am very proud of our wellbeing and workplace support teams who have worked incredibly hard to equip our colleagues with various tools to help manage their health and wellbeing, and particularly for adapting our traditional wellbeing programme to suit a remote workforce facing the huge challenges that COVID19 brought.

From bespoke lockdown mental health courses and our Employee Assistance Programme, to online mindfulness and choir sessions, we’ve really tried to put our employees’ wellbeing at the forefront.

We’re all very proud to have this work recognised by Great Place to Work and we’ll continue to keep wellbeing at the forefront of our unique culture.

Rhian Langham, Head of People Services.

We were named the 4th best super large workplaces (1,000+ employees) in the UK in May 2020, based on feedback from our employees. The results of the 2021 competition will be announced in May.

Great Place to Work is a worldwide consultancy specialising in workplace culture, helping organisations to create exceptional, high performing workplaces where employees feel trusted and valued. Thank you to all our staff for making us a Centre of Excellence in Wellbeing and in particular, those departments that work hard to make this happen.

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Admiral Life

Admiral Pioneer: 5 Things You Should Know

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Admiral Pioneer

Content Type

Blog

** DEFAULT postresults.publishdate - en-GB **

21/04/2021

Summary

Ever wanted to work at a start-up, but don’t know where to start? What if you could be part of a start-up, enjoying the culture and pace, but have access to the security and resources of a FTSE 100 company? Working at Admiral Pioneer offers just that. A new entity within the Admiral Group, Admiral Pioneer’s objective is to seed, launch and scale new independent businesses, in order to positively impact society and solve long-term problems. We aren’t an incubator, we are building a dynamic and energizing environment which facilitates all the excitement and freedom of a start-up, with the support and stability of an established organization. Our aim is simple – build new businesses to meet customer needs in new and better ways. Heard of Veygo? Earlier this year we brought them into the Pioneer structure and are developing some new propositions being launched over the next few months that will power Veygo into its next stage of growth. We are also building a new business launching at the end of April serving the small business trade sector. We asked the COO, Russell Fisher, to tell us five things that we should know about Admiral Pioneer. 1.      We are a business that builds businesses. Our aim is to build businesses that will grow in independence as they scale, providing them with the space and support to mature- success looks like a portfolio of scaled and profitable independent businesses. To meet our ambitions, there is no point just launching ‘me too’ products into existing markets we want to launch innovative start-ups in brand new markets. To do this, we are looking at growing trends and changes around the world and developing products that best serve our customer’s needs in the changing landscape of how we live. 2.      We are building from ground up We want to ensure that the businesses we build have the best possible DNA to help them succeed and scale fast. And we embed new technologies, capabilities and ways of working in everything we do. Our businesses are designed around our customer needs (using Service Design disciplines), powered by data and employ market leading cloud based and digital technologies. 3.      We are exploring opportunities that go beyond insurance. Clearly we want to leverage all the advantages of Admiral and our businesses may well start where customers know us best, insurance. However, we also want to understand and anticipate the products and services our customers require as the world changes and take advantage of changes in legislation (e.g. Open Banking/ Insurance) and technology to create experiences that delight our customers. Not all our products will be brand new, but even amongst existing products, we will pioneer the way we offer them. We’ve defined three key areas that we want to focus on: ·         Mobility, as we develop products that cater for new modes of transport and the changing space of travel and transport (e.g. electric vehicles, smart cities, new modes of mobility) ·         Future of Work, supporting small businesses and consumers to adjust to new ways of working and the automation revolution (e.g. segment specific solutions, hybrid working, gig and freelance) ·         Living to 101, designing products that cater for the reality of us all living longer and fuller lives (e.g. Physical and Financial Wellbeing and how these needs transition through life)  4.      We enjoy the best of both worlds. As part of the Admiral Group, we are able to leverage the huge benefits of a trusted enterprise, accessing the resources, knowledge and support of a hugely successful company, once founded as a start-up.   However, as an independent business we have the agility, mindset and culture of a start-up. We are a small but growing team, able to be flexible and dynamic, working in short sprints towards our goals. We work together as a team to develop our ideas and businesses, working hard to see them establish and grow. Pioneering is not easy and we don’t always have the answers but we believe that by picking a problem that really matters to customers, truly understanding it and then building a solution that solves the problem and delights the customers is what makes the difference. This is what made and continues to make Admiral stand out in the insurance sector. Combining these two cultures has created a fascinating and unique landscape to work in, and we believe it is one of the key factors in our success so far. 5.      We are actively hiring We need top talent to innovate, create, and problem solve. Do you have what it takes? We are looking to recruit enthusiastic and talented individuals from across all industries in areas of analytics, data science, service design, agile working, digital and engineering, to work alongside inspirational founders with passion in our three domains. We are a fast-moving organisation, pushing to innovate and challenge, and we are looking for like-minded individuals to join us. What we are trying to achieve isn’t easy, but that’s what makes it an exciting place to work. We need people who are highly analytical and highly creative, people who look at problems and see solutions, moving fast to create answers.  You can see our vacancies here.

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Andrew  Smith

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Andrew Smith

Andrew  Smith

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Andrew Smith

Part time working: attaining balance in different areas improves performance in all areas.

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Admiral Pioneer

Content Type

Blog

** DEFAULT postresults.publishdate - en-GB **

26/03/2021

Summary

For me, part time working boils down to a simple philosophy: attaining balance in different areas improves performance in all areas – Gunnar Peters, CEO Veygo. So, who am I?   I’m German, born and raised, and came across the channel before Abitur (German equivalent of A-levels) to experience a new culture and actually learn English (some may question when this will actually start). I met a girl and, after a few years’ long distance, found myself engaged and heading back to the UK to study Maths at Cardiff University. I quickly fell in love with Wales and Cardiff and decided this was where I wanted to settle. My life in Admiral started as a Pricing Programmer in 2008 and I worked my way up in different functions like New Products, part of large-scale programmes, IT and much more. As you can probably tell by now, I never had a clear vision of what I wanted to do – this continues to the present day. I essentially always wanted to find something that I was good at and then making sure that I like it, not the other way round. My latest adventure is leading Mobility within Admiral Pioneer. I am part of the Admiral Pioneer Leadership team, which is really exciting as we bring the best talent across different industries together to concept and launch new ventures. Mobility is currently synonymous with Veygo, which I have been heading up for nearly a year now. However, Mobility will be broader than Veygo and insurance as we explore electric vehicles, ride sharing, green fleet and mobility as a service. It has its own setup and functional organisation and operates as its own business, which is exciting and we have some very ambitious goals.  In spring 2017, I made the decision that I wanted to go back to University and do a Msc in Applied Statistics. Admiral was kind enough to support this, even though it meant that I would only be in the office for 4 days a week for most of the year, during exam periods even less so. Between deciding on and starting the Applied Statistics course, I applied for the role of Head of Telematics (also known by many as Black Box Insurance), taking over a team of 20 and the Profit and Loss account responsibilities for the product. My 4-day week was acknowledged and supported throughout the interview process and so I started a new role in the same summer as I went back to school after 10 years of no formal education. The following 2 years taught me that being busier than ever before can be energising! Strangely, the stress of one took away from the pressure of the other. It provided me space away from work and thus perspective. It also helped my team. They knew when I was not in the office and knew that they did not have to run everything past me. Being in the office 4 days a week provided a weird sense of clarity between us all. Reflecting on this time, I realise that this helped the team feel more empowered. The one day out of the office means that the team had to step up to fill the void on those occasions, which I believe enabled them to have increased exposure in the business and to develop their own abilities while knowing that support was available at the end of the phone if they needed it. Several of my direct reports have themselves been promoted into other roles, which would suggest that this process has helped us all. Everybody who knows me also knows that I struggle to switch off, my mind is always going, and I work very hard. But I have learned the hard way that just like when you work out in the gym too hard for too long, you need recovery periods to continue to perform at the same level over a long time. A 3-day weekend gives additional recovery time and a chance to recharge to bring more energy to the working week. So, in autumn 2019 I asked to formally go to 4 days, while reducing my hours to 90%. It also means I am more present for my 2 children and can actually be of real help with the childcare duties. I have now been promoted twice since working a 4-day week and it has had multiple benefits to me, my team and family: ·       I work hard and, whereas I previously worked myself towards burnout when things got tough, now there is an energy buffer that enables me to step up and carry the team in these moments. Working 4 days gives me enough time to recharge and be there, really there, for my team. ·       The extra day also gives me the time to develop myself further. Doing an Msc and creating real space for a coach and mentor to make the most of their valuable input rather than trying to squeeze this in. Having a day off allows time to digest wider reading and previous conversations, allowing space for creative solutions to present themselves in a way that rarely happens in a day packed with meetings. ·       The team has more obvious opportunity to step up: delegation is necessary, not an option. This gives development opportunities and empowers the team. Did I mention that many of my direct reports are succeeding in their careers too? ·       My Children and wife have more quality time with me (mind you, they may see this as a negative) ·       My wife has more freedom because I pick up more of the childcare burden and as a result has taken on additional responsibilities in work. ·       I keep my lightness and unique character for work and home equally, reducing the risk of mood swings. Admiral have even set up a new initiative to embrace new Ways of Working (WoW) that give even more flexibility in where and how we can work. The idea will be for our business to run in a hybrid working environment with people at home and people in the office at the same time. There will be a lot of testing and learning as we go, but it’s a really exciting project and I’m looking forward to seeing the changes that are made in the future. If you consider reducing your hours, working different times to others or dropping a day here is some advice from me: Understand why you want to do it. How will it benefit you, your family, your team, your career? Creating this clarity will help you feel confident enough to ask. There is still a stigma that reducing your hours or the number of days you work means you are not ambitious, you want to step back, you are disengaged, etc. This stigma is likely internal as well as external: challenge the little voice in the back of your mind that doubts what can be achieved by part-timers! But if you understand why you are asking then you can tell a true story, you can ask with conviction and you know how you will measure the success of the change. If you decide, like me, to drop a day, make sure you drop it fully. No access to work! The team can always reach you on the phone if they truly need something from you, but otherwise, you are off. Do this for a few months as otherwise it is difficult to get the benefit you desire. And make sure you enjoy the day and achieve what you wanted to on that day. For me, it was self-development and doing the school runs to spend time with the kids. What is yours?

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Allison Martin

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Allison Martin

Allison Martin

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Allison Martin