case studies
 

peoplefuel | delivery options | learning objectives | case studies | sustainability tools | train the trainer | public workshops

Sony came to The Energy Project UK in 2005 because they were experiencing challenging times and needed a significant boost. The forward thinking management team realised they needed another way of working and asked The Energy Project UK to get involved.

Highlights:

• Curriculum delivered to over 3000 employees.


• Annual events, strategy planning and conferences structured around key principles of energy management and ‘sprints’.


• A new language exists fuelling positive emotional energy.


• Ninety-three percent say that it's very clear how they will apply what they learned.


• 80% of employees say work/life balance improved.


• 90% of participants say increasing renewal breaks has increased their energy and performance significantly.

Download full case study

The defining nature of work with National Policing Improvement Agency (NPIA), in the last decade could be described as ‘More for Less’. More results, faster, with less people for less money. At the NPIA, this phrase couldn’t be more apt. In 2008, The Energy Project UK worked with a key business unit in the NPIA to transform their capacity to manage these challenges.

Highlights:

• The team learnt and developed new strategies that increases the fuel in their tanks and boosts their productivity.


• The group now have a new language to make the link between their energy and performance.


• Annual conference successfully run in line with The Energy Project principles.

Download full case study

The Solarcentury team needed to find new ways of working to harness their desire to make a difference whilst building a commercial business and looked to The Energy Project UK to help deliver this. The entire, Solarcentury business of over 100 staff, went through the three day Firing on All Cylinders (FOAC) programme.

Highlights:

• An increase in business, a more sustainable way of working and an ability to succeed whilst doing more with less stress.


• 70% of recipients do not now typically work in the evenings or the weekends.


• Of those who have been on the programme, 61% take regular breaks, compared to only 50% of those who have not attended.


• Of those who have been on the programme, 69% are taking longer for their lunch (31-60 minutes), compared to only 33% of non attendees.


• 89% are getting 6-8 hours which would suggest they remember the importance of sleep to aid performance.

Download full case study

Sony Pencoed TEC is a technology factory and servicing area in South Wales. In 2009, its 270 permanent employees have all been through the Firing on all Cylinders (FOAC) programme.

Key results:

• Sickness reduced from 2.5% in 2007 to 1.6% in 2008.


• Staff turnover has reduced from 8.2% in 2007 to 3.2% in 2008.


• Overtime working has reduced by 50% from 6% in 2007 to 3% in 2008.

Download full case study

Fujio Nishida, President of Sony Europe needed to help his leaders and managers to find the break-throughs that would make a difference and help them find the new ways of working. They were putting much effort in to growing the business and putting in longer hours to try and win. Beginning with a pilot programme in 2006 of their personally branded WorkSmart, and with over 3000 people trained over the following two years it was a major commitment by the company. Sony now run 3-4 courses a year for new staff so they start their careers at Sony with the WorkSmart principles.

The facts:

• 75% of employees report that the programme has had a positive impact on their business relationships.


• Employees structure their days to be more energised and productive.


• Gym facilities improved/extended; membership increase of over 50%.


• 80% of employees say work/life balance improved.


• 90% of participants say increasing renewal breaks has increased their energy and performance significantly.

Download full case study