My Manager
Fair Deal

Fairness Counts

Pay alone doesn’t drive engagement - but perceived unfairness can quickly disengage employees. Fairness in context is what matters most.
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Sapphire Balconies

Proactive learning and development are integral to the employee journey at Sapphire Balconies, offering cross-collaboration opportunities that empower team members to utilise their skills and advance their careers, aligning personal growth with the company’s innovative ethos.
Employees at Sapphire Balconies benefit from generous compensation packages and an attractive benefit programme, including health and wellness perks, ensuring fair treatment and competitive advantages compared to similar organisations.
Sapphire Balconies promotes a collaborative and enriching work environment, driven by a diverse workforce that values different perspectives, thereby enhancing team spirit and fostering a strong sense of belonging among colleagues.
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Manufacturing
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Scottish Building Society

The Society hosts biannual Colleague Conferences, promoting team spirit and camaraderie. Employees from across six locations come together for these events, fostering a strong sense of belonging and unity.
The Society shares its strategic priorities, values, and behavioural framework with employees during annual offsites. This approach ensures transparency and trust in leadership and aligns all colleagues with the Society's journey.
The Society introduced new pension and electric vehicle salary sacrifice schemes, improving their benefits offerings and showing a commitment to fair treatment of employees.
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Financial Services
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The Inn Collection Group

The company invests in learning and development programmes such as the Bar Training Academy, Chef Academy and Leadership programmes. These initiatives ensure employees are challenged and their skills are fully utilised, promoting career advancement.
The Group recently standardised its pay and reward across the business, lifting itself out of being a National Minimum Wage employer. The company also offers a range of benefits allowing colleagues to enjoy company locations with family and friends.
The Group's geographical cluster support promotes a strong sense of team spirit and belonging. Its regular general managers' meetings and regional hub training also encourage relationship building and peer-to-peer learning.
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Leisure & Hospitality
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Innovia Films

Innovia Films regularly undertakes salary benchmarking to ensure that employee wages are fair. In addition to this, all employees receive a Christmas hamper filled with festive treats made from Innovia Films’ products.
Innovia Films has an established Community Champions group whose role it is to lead the organisation’s charitable and community initiatives. This has included supporting the local youth centre and a number of local sports clubs.
The organisation has implemented a set of training modules for its people managers to give them the skills they need to be more effective in their roles. Managers are given cross-functional projects to support and lead in order to challenge them in leading different teams and to improve their organisation-wide knowledge.
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Manufacturing
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Wilson Partners

Wilson Partners ensures that its employees are well rewarded and recognised for their hard work through annual pay increases and bonuses. Employees’ successes are further acknowledged at the organisation’s quarterly meetings, and vouchers are awarded to high performers with a charity donation of the same value also being made.
The Thrive Management Development Programme has been designed specifically for Wilson Partners to help its people develop their management skills. Underpinned by the organisation’s core values, the programme is designed to equip participants with the tools to be the great managers of tomorrow. The syllabus includes leadership, soft skills and people management training.
The organisation provides a range of training and development opportunities, including apprenticeships, one-to-one coaching, an online portal with a range of training courses, and external training and resources for specific requirements.
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Accountancy
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Thames Reach

Thames Reach champions a wellbeing programme. It is continued at the annual staff conference, when there are sessions on self-care, tai chi, aromatherapy and emotional resilience. Last year's conference was particularly welcome, as it was the first time staff had got together since the beginning of the pandemic.
The charity has an equality, diversity and inclusion group, which has representatives from every project. The group reviews incidents and reports about staff and clients. it has an open and informal feel that engenders discussions about issues affecting staff on the front line, such as racist and homophobic abuse from clients.
While many within the homelessness sector have left the National Joint Council pay scheme because of its comparatively higher pay rates for front-line staff, Thames Reach remains on the scheme. It conducted a pay review to make sure its rates were competitive, leading to some staff being given a pay rise.
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Housing Associations
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Prospero Group

The Group energise our teams through its Social-Wellbeing committee. Initiatives such as in-office events, company-wide celebrations, and team day-outs help to foster camaraderie and excitement while providing opportunities for relaxation and team bonding.
The organisation promotes employee growth and development through structured training, mentorship, cross-functional projects, performance feedback, leadership development, and recognition programs. These initiatives empower its workforce, enhance job satisfaction, and improve overall organisational performance.
One effective way Prospero Group rewards employees for their efforts is through goal achievement competitions. By achieving goals throughout the year, employees can win prizes either for themselves or, if it's a team goal, for the team/office. The Group also conducts summer and Christmas awards to recognise employees for their achievements over the year.
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Recruitment
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Murphy

The company's Manager Induction and Supervisors Development Programmes ensure managers are equipped to support, trust, and care for their teams. They uphold the Murphy values and make sure these impact management practices positively.
Murphy multifaceted reward strategy recognises employees' efforts with a range of benefits and reward mechanisms. These include long service awards, wedding vouchers, maternity return bonuses, and the ACORN peer recognition awards.
Murphy promotes a strong team spirit through various initiatives. Its 'Walk & Talks' encourage camaraderie and connection amongst employees. Regular town halls and company-wide briefings ensure everyone feels part of the wider team.
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Construction & Engineering
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Sciensus

Sciensus promotes wellbeing through its EAP, 'We Care' scheme and Bitesize wellness sessions. These initiatives prioritise mental health support, self-care education and work-life balance.
To support employees during financial hardship, Sciensus launched a Salary Finance scheme and a Benevolent Fund, highlighting its commitment to fair treatment and comparable pay and benefits.
Sciensus’ Senior Leadership Team embodies the organisation's values, demonstrating commitment daily. This commitment is assessed during performance reviews, ensuring alignment with the company's ethos.
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Frettens Solicitors

Frettens Solicitors offers a fair deal to its employees through annual salary reviews, performance-related bonuses, and a generous benefits package. This ensures that employees feel fairly rewarded for their work.
The leadership at Frettens Solicitors is visible, approachable and committed to the firm’s strategic goals. Regular strategy briefings and meetings with the Managing Partner ensure that the firm's direction and performance are clearly communicated and understood.
Frettens Solicitors emphasises the wellbeing of its staff by promoting flexible working hours and work from home options. The organisation also provides private health insurance and a cash back healthcare plan to support its employees' mental and physical health.
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Law
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Understand your organisational health across all eight factors

You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.

Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.

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