What are companies doing with regards to 'Fair Deal'

Learn about the Factors Effect Model

What effect 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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Recruitment

Prospero Group

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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.
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.
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.
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Recruitment

Mane

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To ensure that all colleagues have clarity on the organisation’s mission, vision, strategy, and values, Mane’s leadership team provides an annual update during an end of year presentation, as well as monthly 'wash-ups' to keep team members in the loop on performance, progress and plans.
Mane reviews employee performance based on value driven career pathways. The organisation also offers colleagues the chance to attend an all-expenses paid trip abroad (recent destinations include Las Vegas and New York), which is achieved by hitting an agreed financial target. The trip serves as a huge motivator for high performance.
Mane is a member of The Recruitment Network (TRN) which provides managers with the opportunity to network amongst others in the industry who will be able to share experiences, insights, and other perspectives. TRN also has some useful content around management development and support which the organisation’s current and Future Leaders can access.
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Construction & Engineering

M. Lambe Construction

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Honest feedback is encouraged both to and from the manager, with timely and caring feedback given in person the only allowable type. The organisation has also employed a permanent head of communications whose sole remit is to develop better organisational clarity around information sharing, both internally and externally.
To ensure each project is delivered successfully, all full-time staff and subcontractors must be fully committed to the critical areas of their operations - health and safety, quality, and environmental management – to an ‘exceptional level’. To motivate staff, the organisation rewards each team member that excels in these areas with a £100 quarterly bonus.
Over the last few year, M. Lambe Construction has donated over £100,000 to charities, including £60,000 to Tabor House and £20,000 to The Lighthouse Club. The organisation has also invested more than £30,000 into supporting people who have faced homelessness, and helped them to get stable work via Standing Tall.
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Education & Training

Lantra

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The organisation arranges a variety of wellbeing and social events for all employees throughout the year in order to build relationships between teams. Furthermore, managers have access to their own social budget to arrange events for their teams, in addition to the corporate budget for social events.
Employee salaries are reviewed every 12 months and they are internally and externally benchmarked. High street vouchers are also awarded throughout the year to celebrate employees who show great performance or demonstrate great behaviours.
The organisation runs a management training programme to help their leaders develop and better support their teams. The programme is modular, focusing on leadership, managing a team, managing performance, communication, and goal setting
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Recruitment

The IN Group

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The organisation’s mental health platform, Plumm, provides professional coaching for mental health; as well as psychotherapist sessions, accessible without referral, to treat mental and emotional health concerns. It also offers access to a financial wellbeing platform, Bippit, providing coaching, content and advice on a broad range of financial challenges and ambitions.
The IN Group’s calendar is jam-packed with social events, from summer conferences to family parties and it aims to bring the whole business together four times a year to help strengthen team relationships. It also has clubs for a wide range of interests including book club, netball, football, running, padel, and walking.
The Group’s High Achievers' Scheme gives its people the chance to be rewarded for their contribution to the business. It hosts quarterly lunches and, three times per year, overseas trips which everyone has the opportunity to attend, whatever their role. Employees can qualify for these rewards by demonstrating company values and high performance.
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Housing Associations

Grainger Plc

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Grainger Plc’s social committee who support regular colleague social events that take place throughout the year, including summer socials, Family & Friends Festive Day, diversity & inclusion events, and national campaigns. In addition there are team events and socials which take place to support informal team building at a local level to encourage team building.
The Grainger Way Awards is a recognition scheme open to all employees to be recognised for going above and beyond. Quarterly winners received £300 net in their pay. Every nominee receives a personal email from the CEO to recognise their nomination and are featured in the newsletter.
The organisation runs two management development programmes: The Future Leaders Programme designed specifically to help participants become the next generation of leaders; and the Flexible Manager Training Programme delivered at least twice a year, to develop people managers by giving them the key skills & tools to be an effective leader.
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Law

Gill Jennings & Every LLP

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The Practice Director has line manager responsibility for the management team and has introduced agile working, new management roles, and manager coaching. Managers have regular one-to-ones with the Practice Director and regular social and work events including brainstorming sessions, whereby they can get together as a team, strengthen relationships, share ideas, and have some fun.
Everyone who has passed their probationary period is eligible for a bonus. The amount each person receives is based upon the success of the firm, the success of the team in which they work, and their own personal contribution to that success. This approach encourages collaboration and team work.
The firm supports administrative staff and fee earning staff to sit professional intellectual property qualifications. This year, it completed two new training programmes. One supporting the wellbeing of associates, the other supporting senior associates and helping them to manage their careers so that they can achieve their career ambitions.
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Housing Associations

First Choice Homes Oldham

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The organisation maintains its culture in a number of ways including sustaining a strong that unifies its teams; following its corporate plan, its ‘Big Plan’, to provide day-to-day strategic direction for all operations; and embedding its established ‘We Are FCHO’ values and behaviours into everything that we do.
Managers send handwritten cards to colleagues' homes to recognise when they have performed well. They can also reward colleagues with gift vouchers up to a value of £25 where they have gone above and beyond what is expected.
The organisation introduced Manager Tool Kit sessions covering a range of people management topics. The Thrive Leadership Development Programme was rolled out to all managers with an ongoing programme developed to provide the core principles to any new managers that join the organisation to ensure consistency of approach in the future.
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Demica

Demica offers a range of benefits to its employees, including personal pension, private healthcare, life assurance, and transport season ticket loans, ensuring that they receive a fair deal for their hard work.
With initiatives like the Wellness working group and the introduction of the Balance App, Demica takes a proactive approach to employee wellbeing, focusing on mental health and work-life balance.
Through its 'Giving Something Back' initiative, Demica has demonstrated its commitment to social responsibility. The initiative has raised over £7,000 for various causes, showing that the company's efforts extend beyond profit motives.
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Housing Associations

Curo

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Curo has a menopause support group called ‘The Menopause Café’. Staff meet monthly over coffee to share experiences and provide feedback to the organisation on things that it could do to improve menopause-related accommodations. The group have recently published the Menopause Guidelines to help colleagues and managers to provide guidance on how to manage symptoms.
The organisation has adopted a spot salary model; it pays for the size of the role, not the person in it. Each role profile is evaluated by a panel and then external market data of average salaries is applied based on geographical location and sector-specific comparisons.
Curo’s managers are trained through its SHINE leadership programme to engage their managers in key ways to become future leaders within the business. This programme includes interactive sessions from keynote speakers, a series of masterclasses, peer support through action learning sets, seminars providing space for self-reflection, and action planning.
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