Employees at Reed College of Medicine


Reed employees are committed to fulfilling its mission of helping others. Employee retention at the firm averages 4.2 years on average.

Reed is an international company offering recruitment and professional training services and HR consulting solutions.

Employee Benefits

An effective employee benefits program can make a tremendous difference to employee morale. Reed provides their staff with several perks, including health and wellness programs, tuition reimbursement, and maternity/paternity leave; flexible work hours and five-year sabbatical leave are provided, as well as financial benefits such as group personal pension schemes and discount health cash plans.

Reed Specialist Recruitment was established in 1992 as an independent recruitment agency specializing in financial services. Offering temporary and permanent recruitment services across a range of sectors such as banking and finance, office support, HR, management procurement, IT healthcare, training development courses, postgraduate study programs, and business courses are some of its many offerings.

Reed offers an attractive benefits package to its employees, such as flexible working policies and free parking. Employees have access to private medical insurance through Reed. Reed also provides a group personal pension scheme with contributions of 3% for employers and up to 5% from employees; employees may choose salary sacrifice to increase contributions in future years. Finally, a discount health cash plan and life assurance up to four times salary are available as additional employee perks.

Reed offers its employees the added perk of taking a five or 10-year sabbatical, along with family-friendly work environments and travel opportunities – benefits that may appeal to those with an affinity for travel and exploring different places and cultures.

Reed has built up a reputation as an attractive employer; however, its benefits do not compare favorably with those of similar businesses in its industry. This could be down to Reed being a family-run operation; although this may be positive for some employees, this also may mean decreased efficiency and motivation within the organization; additionally, family members may lack an interest in running such complex operations and sales data operations.

Workplace Culture

Culture is essential to the success of any organization, driving employee engagement and satisfaction that ultimately affects company performance. Businesses can create a positive workplace culture in many ways – the best solution depends on which approach works for your business.

Engaged employees are more likely to be productive and creative at work – which benefits both employees and employers. However, an engaging workplace requires employees and leaders to commit themselves to its creation.

Critical components of an ideal workplace include:

Employees want to feel valued and supported at work. One way of accomplishing this goal is by creating a culture that fosters learning and growth opportunities and recognition for achievements. Employees also appreciate feeling heard, with their needs and opinions respected, as part of an inclusive team environment.

An influential work culture demands striking a balance between professional and personal life, which can be achieved by encouraging healthy lifestyles, supporting employees with mental health issues, or offering flexibility to those caring for loved ones. A company’s leaders should regularly demonstrate that they care for their employees – this may involve providing support when upskilling or changing jobs is required, being flexible during times of stress, or decreasing salaries to keep employees employed when most needed.

No two businesses share the same work culture, and employers must keep employee satisfaction top of mind if their workplace is to remain sustainable. One effective way of learning how to improve one’s workplace culture is by looking at those of other companies – for instance, by studying their values, employee communication strategies, and efforts toward diversity and inclusion, such as Microsoft’s diverse workforce, which prioritizes employee happiness by offering programs such as wellness promotion and collaboration as examples.

Training & Development

Reed offers many learning and development opportunities designed to meet the goals of new employees, existing staff, and those looking to advance their careers. These include leadership courses explicitly designed for paraprofessionals and Reed managers; career tier-specific training designed to outline what is expected at each tier to help ensure a clear path towards advancement; and workshops, seminars, and online learning platforms.

Reed Manufacturing hosts annual hands-on tool training sessions for employees so that all team members have a firm grasp on both established and new tools; additionally, Regional Managers host live demonstrations of Reed products for end users and distributor sales teams to gather valuable product feedback.

Employee Recognition

At Reed, employees are acknowledged for their hard work with awards and celebrations that recognize their efforts – from service pins for retirees to an annual recognition ceremony featuring appearances by both Chancellor and Provost – employee recognition is integral in cultivating an engaging work environment at Reed.

Reed’s IT team employs cutting-edge systems that make patent and trademark information easily accessible, directly benefitting the worldwide intellectual property community, jobs, and the economy. Reed provides its IT professionals with competitive packages of benefits.

After years of dealing with an imbalanced commission model and low satisfaction scores, REED’s reward team recognized they needed to change their focus on rewarding Co-Members. Instead, they concentrated on providing “Total Reward Packages” – all the rewards, perks, and experiences offered while working at REED.

They recognized that communicating their new strategy and benefits was essential to reach their goal – a challenging feat given that their workforce covers 91 offices!

To improve communication, the team updated existing communications to reach Co-Members throughout. In addition, they altered onboarding material so new hires were aware of all of the perks and rewards they’d receive upon joining the company, leading to higher engagement levels and employee satisfaction scores. This increased employee satisfaction significantly.