Little Effort, Big Rewards: How to work less and do more (Coaching)

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Rolling out a first-class employee benefits and discounts programme within a multinational organisation is no mean feat. Broad workplace demographics, siloed departments and alignment on communications are all hurdles that must be cleared if the project is to stand any chance of success. Credits are rewarded both within and outside of the classroom and are documented in the student’s planner. When a student reaches a total of 50 credits, they receive a bronze award. As the number of credits increases, so does the importance of the certificate. If you’ve got a nonchalant attitude towards uniform, then don’t come to one of our schools,” he states. Retail therapy becomes all the more fun with Virgin Red, with points to be made every time you buy a new piece of clothing, accessories or a pair of shoes from your favourite outlets. In isolation that day was a girl with purple hair. The colour of her hair was the sole reason for her being there. While talking to her peers in an art classroom, I asked them what they thought about this - to be clear, she hadn’t disrupted any classes, she hadn’t hurt anyone.

Some argue that the points-based systems give shoppers more flexibility, with Tesco edging slightly ahead of Sainsbury’s because of the wider range of partners that points can be spent with. However, others will prefer the money-off vouchers offered by supermarkets such as Morrisons and Asda as food prices soar. Changing your shopping habits just to earn points won’t be as effective as shopping around or opting for own-brands Reena Sewraz of Which? There are a mix of factors at play: the ubiquity of social media, where the survey initially appeared; the rise of a generation more conscious of workplace toxicity and mental health; and a general sentiment of activism for equity. Unfortunately, it may not be that simple. Despite an environment that may be riper for status-quo disruption than ever, change driven by this most junior tier of the workforce may not be on the horizon anytime soon – or, perhaps, even realistic to expect. When it comes to praising the pupils, in both primary and secondary, a lot of focus is given to the importance of procuring ‘credits’.I found] children weren’t engaged, challenged and had no aspiration,” says headteacher Sam Done, who joined the school in 2016. “It was a culture of these children can’t achieve anything, whether they’re EAL, or white British from a council estate.” Sainsbury’s Nectar card boasts ‘300-plus big brand partners’. Photograph: Rui Vieira/PA Archive/Press Association Ima Richard Green, a shopper insight manager at IGD, says Tesco’s Clubcard and Sainsbury’s Nectar lead the field in terms of scale. “About 79% of shoppers are signed up to Clubcard, and 67% have a Nectar card. These schemes offer a fantastic opportunity for retailers to target shoppers with personalised offers,” he says.

That system is essentially based on two triangles: one with rewards and one with sanctions. On each, the level of severity or size of reward increases as a student progresses up to the peak. Some students have been living the lives of ‘Elvis Presley: the Vegas Years’, and then suddenly when they arrive at our schools, a lot more is expected of them,” says Sir John. “They think they can do what they want to do, on their own terms. It’s not an adversarial thing, we don’t want to be like that. This level of engagement is not only impressive when you consider the circumstances and disruption around the COVID-19 pandemic, but also due to the fact that so many of its workforce don’t use a computer as part of their day-to-day role. That means a lot of people are choosing to engage with the ‘BIG Benefits’ platform in their own spare time.

Need help recovering missing BIG Points? Make a claim easily and don't miss out on valuable points. To be in with a chance of winning, simply create a free Wolves Rewards account, using your existing Wolves account details to register. Enjoy great savings and redeem AirAsia flights with BIG Points. Get up to 90% savings on flights during our monthly BIG Final Call Sales. Or redeem flights based on flight hours with BIG Fixed Points available all year long. These flights are only redeemable with BIG Points and exclusively for BIG Members only. Sir John believes if you visit these schools, you will see an environment where behaviour is as good as it gets. And he has a challenge for you: The model has become so widely spread - schools across the country have taken the diagrams and models, but not the training that goes with it,” he says. “And actually, the training is really important because it’s the language, the attitudes and the approaches behind positive discipline that make it work.

The themes of Adler, Dreikurs and Nelson’s work - mutual respect, consistency and community - have similarities with TGAT’s policy. Sir John would not respond to questions about the similarities, but he had previously made it clear that it was he and a team of his teachers who, in 1998, created something unique for schools in the form of a distinct policy of Positive Discipline, based on trips to Canada and Scandinavia. At the end of the school year, if the children behave perfectly throughout the entire school year, receiving no sanctions of any kind, they will receive as a reward one of those bikes. Sir John is chief executive of The Gorse Academy Trust (TGAT) in Leeds. It consists of 10 schools: four secondary, four primary, a sixth-form college and a 5 years - 16 years alternate provision centre. You sign into your account when you shop online or scan your card in-store. Each time you shop you collect “sparks”. The themes of complete consistency and clarity are immediately evident when you visit a TGAT school. All pupils know that if they do X, Y will happen. The circumstances of the incident do not matter, neither does the pupils’ past behaviour record, or home life.

From his vantage point, Keenan also remains sceptical that change is possible. It’s simple economics, he says: supply and demand. As long as there more are driven, hungry graduates than there are positions for them, Keenan believes there may not be enough incentive to change culture, no matter how public complaints become.