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What are companies doing with regards to 'Fair Deal'

Learn about the Factors Effect Model

What affect will focus on the 'Fair Deal' factor have?

Fair Deal - How happy employees are with pay and benefits

Fair Deal itself doesn’t directly influence another factor. It’s classified as a hygiene factor. Sure, doubling everybody’s salary would make them happy but it wouldn’t make them feel any better about factors such as leadership and management.

Now although pay is not an engager, it is important that pay and benefits are at the right level as to not disengage employees further.

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Technology

Eficode UK

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The marketing and solutions experts and SLT teams have both held several “away days” where they have a day away from the business and discuss pertinent work without any distractions. Following the day they have a social evening. Teams are allocated a budget to use on team bonding nights out, meals, entertainment, and milestone awards.
Annually, the senior team choose an “employee of the year” and two runners up. The winner receives £2,500 and the runners-up each receive £1000. Recently, Eficode UK introduced a “Now That” reward scheme. Every SLT member has a discretionary budget to give non-monetary rewards to any employee or their family for going above and beyond.
The Eficode UK Community Hero Award encourages people in its extended community to nominate people they feel show decency, remarkability or mastery, reflecting the Eficode UK values. The winner from the nominations receive a £100 gift certificate as a personal reward and the organisation donates £100 to a charity of winner’s choice.
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Financial Services

First Response Finance

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With regards physical health there are a number of initiatives the organisation has in place. Alongside its private medical insurance, which supports people at different life-stages, including with fertility, men's health and menopause to name a few, it also has on-site massages on a monthly basis.
At First Response Finance, each position level receives the same bonus and salary figure. The organisation has also previously increased salaries by moving a portion of bonus into salary. This has the added benefit of increased pension contributions and increased monthly disposable income to support employees with the increase in the cost of living.
The organisation supports employee growth through a number of initiatives. Its Future Leader Program prepares aspiring leaders through mentorship and practical skills training. Furthermore, new employees receive an immersive induction to the business, learning about its journey, values, and operations.
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Heathcote & Co

The organisation has introduced a Social Committee inclusive of each department of the company. This committee is responsible for organising several events throughout the year, including two small gatherings and two large gatherings every year.
Heathcote & Co have introduced a ‘Moments of Magic’ reward and recognition scheme. Everyone can write names and on what occasion they have used moments of magic. Each quarter the organisation goes through the best ‘Moments of Magic’, and the chosen one receives a £100 voucher to the restaurant of the individuals’ choice.
Heathcote & Co supports its local community and charities by funding charitable events for its employees by paying their entry fees. Additionally, all full-time employees receive one fully paid day a year to support a local charity through fundraising events or by volunteering their time.
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Education & Training

Petty Pool

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The Trust dedicates two employee days per year for all its staff. These include a hiking challenge and an outdoor waterpark.. Staff can try water sports such as paddle boarding and an inflatable assault course. Anyone who doesn't wish to be adventurous can enjoy a picnic and relax by the water.
Petty Pool’s uses rewards and recognition to encourage its employees to start living, demonstrating its values and empowering others to do the same. It hosts yearly awards in four organisation value areas and a couple of fun spontaneous recognition awards with all staff across the organisation.
The Trust has an emerging leader programme which includes coaching, training, and developing its top talent. Managers also receive mentoring with senior leaders who have an open door policy where managers can get advice or guidance when it's needed. Petty Pool encourages managers to network with other organisations to support best practice.
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Law

Napthens LLP

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Napthens have multiple trained mental health first aiders, as well as providing mental health training to managers by external third party experts. External speakers include The Sleep Expert, Over The Bloody Moon, and My Happy Mind, who have spoken to employees about controlling their own mental health and those of their families and communities.
The organisation addresses pay reviews on a person by person basis, taking into consideration their contributions and efforts, once per year. It also offers a discretionary bonus scheme linked to performance in order to reward employees, which it does twice a year.
Napthens has rolled out its skills curriculum which allows employees to develop their softer skills throughout the year. The organisation’s leadership academy launched for its second year and it has seen the introduction of early career training groups and peer to peer groups.
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Recruitment

Masentó Group

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Weekly ‘Think Bigger’ teams calls with all employees highlight successes and celebrate the journey. Regular socials take place outside of work hours, where the team are invited to attend fun and competitive activities together. There are also two group holiday incentives per year, where the team chose where they would like to go together.
There are two company holidays per year and a chance for employees to win a luxury spa break for themselves and a guest. At Masentó Group's yearly AGM, it award its 'Top Billers' and 'Living The Values' winners with trophies, champagne, and a chance to win a luxury watch.
Masentó Group's leadership team are engaged on an 18-month programme of one-to-one coaching and group sessions with an external company. Some of the topics covered are the power of influencing, embracing discomfort, understanding the different personality styles of their teams, clear communication and being accountable.
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Business Services

ElectraLink

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ElectraLink offers performance based pay increases and performance bonuses which are divided into three tiers. Tier One is for every employee and is based on company profit, paying out up to 100% if targets are beaten. Tier Two is team based targets for joint goals, and Tier Three is individual targets.
The organisation strongly believes in the importance of developing its people. On an annual basis, everyone sits down with their manager to have a development conversation and produce Personal Development Plans. Those identified as future talent can also access additional funds and ElectraLink is currently supporting three employees through their MBA.
In 2023, ElectraLink introduced its Leadership Academy which is mandatory for anyone with line management responsibilities. It covers topics such as fair and inclusive recruitment, leadership styles, engaging your team, emotional intelligence, metrics, performance management, managing through change and building, and sustaining successful and high performing teams.
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Recruitment

Linnk Group

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The organisation offers a free Employee Assistance Programme, which includes a confidential helpline, and up to 6 free counselling sessions. As part of the service, there is a mobile app, which includes webinars, nutritional advice, fitness advice, financial advice, and health checks. It also offers wellbeing days off in addition to annual leave.
Linnk Group runs monthly and quarterly incentives with trips for the winners. It has sent teams go-karting, to Clays, Flight Club, Fairgame, and it awarded an iPad as the prize at the end of year competition. The Group also awards an Employee of the Month in each office who is nominated by their senior colleagues.
The Group runs various donation-based events and awareness raising such as Macmillan Coffee Morning, Breast Cancer Now's Wear It Pink Day, Christmas Jumper Day, and Jeans for Genes Day. For Quarter 1 of 2024, it also supported the fundraising for a colleague's niece who has a heart condition requiring urgent surgery.
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Henry Blue

Henry Blue offers all of its employees the opportunity to travel to cities all over the world through its incentive programme. Employees who achieve their targets and live by the organisation’s values have the chance to go on overseas trips to locations including Las Vegas, New York, and Dubai.
The organisation has recently partnered with an external training programme, offering its future leaders and managers the opportunity to develop and grow as leaders. This programme helps participants to learn the skills needed to encourage and motivate their teams. As such, Henry Blue hasn’t hired any external managers, with all roles filled through internal promotion.
This year, Henry Blue is fundraising for Millennium Powerhouse Moss Side. So far, employees have raised £330 through a quiz night, volunteered for four days and helped with youth sessions, and raised money through sponsored runs at the Manchester 10K, Half Marathon, and Tough Mudder.
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Not For Profit Body's

Association for Project Management

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Association for Project Management organises a range of team building activities, including quizzes, face-to-face training, and fundraising events (which always involve cake!). Employees are also regularly invited to departmental away days, wellbeing coffee mornings, and team volunteering opportunities to encourage team bonding and creative thinking.
Creating clarity has always been a priority for the Leadership Team. Town hall meetings, CEO open door sessions, intranet updates, away days, knowledge share events, departmental meetings, and CEO monthly emails are all effective and popular ways of communicating utilised by Association for Project Management to create clarity for staff.
Association for Project Management has a performance related pay scheme (PRP) open to all staff upon completion of their probationary period. PRP rewards employees for achieving their personal objectives which have been cascaded down from corporate objectives thereby contributing towards the aims of the organisation.
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