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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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Leisure & Hospitality

Bone Daddies Group

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Bone Daddies runs fun staff initiatives, including: winning theatre tickets for 5* reviews; restaurant vs restaurant competitions to win £250 chocolate hamper; staff summer party with activities; bonuses for great EHO results or improvement in Google ratings. It also provides access to YuLife, where team members can earn vouchers for doing steps, meditations and workouts.
The organisations management teams have access to very achievable performance quartile bonuses. Rather than focusing on sales, Bone Daddies utilises controllable KPI's that demonstrate performance in customer and team experience.
Bone Daddies partners with People's Captain, a not-for-profit beer company who aim to support mental health, by encouraging social interaction and educating people. A portion of the profits from the beer are donated to Samaritans and Young Minds. It also partners with Belu, with profits being donated to causes like WaterAid.
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Not For Profit Body's

Oxfordshire County Council

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The Council has a wellbeing action group with employees representing all areas of the organisation. It uses many avenues to communicate its wellbeing offerings, including colleague networks, lunch and learn activities, first person pieces (shared lived experiences), fortnightly staff messages, Yammer, chief executive emails, and through an employee events calendar.
Oxfordshire County Council utilises a recognition platform that allows employees to ‘high five’ each other based in its corporate values. The high fives appear on a news feed to all employees and provides recognition. Directors also provide quarterly awards to those with the highest number of high fives in each category.
The Council’s ‘Essential for Managers’ induction programme covers key skills and behaviours expected of managers at the council. All new managers are offered six coaching sessions, completion of which leads to an externally recognised certificate. All modules also support the L3 and L5 apprenticeship in leadership and management.
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Consultancy

PJA

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PJA spoke to staff to assess their wellbeing, and undertook surveys to fully understand how well they feel supported. In response to feedback, it enhanced its wellbeing programme, signed up to a proactive wellbeing service: Looking After Me, and addressed concerns about the cost of living by bringing forward pay rises.
The organisation operates using an EMI scheme. The aims of the plan are to recognise its team's work by inviting all staff to participate in the scheme and become a shareholder, helping retain staff and incentivise them to grow the company value for their own benefit and reward them for their future efforts though dividends.
PJA have supported a number of Charitable and community events over the last twelve months, including LandAid SleepOut where eight employees participates to raise money for young homeless people. The organisation also support other charities such as MacMillan, Save the Children, and a local women’s refuge.
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Automotive

Carparison

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With a focus on ensuring all teams know how each department works, when a new starter joins, the last department they spend any time with is their own. They spend a whole day with each of other departments, learning how they function together and feed the department the new starter is going to work in.
The organisation has recently implemented a pay award scheme. This scheme was the direct result of the current cost of living crisis and has a focus on applying a higher percentage financial award to those employees who are the lower earners within the organisation.
As well as supporting managers through internal coaching and mentoring, the organisation has recently engaged with an external training provider to provide management training to its middle managers. Furthermore, the organisation has ensured that employees have access to Mental Health First Aid training.
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Business Services

UK Finance

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UK Finance holds regular monthly Company 'Town Hall' meetings which are hosted by a member of the ExCo team and which are an opportunity to bring all colleagues together to share news, updates and for teams to showcase their work.
Every month, the organisation asks colleagues to nominate others who they believe have gone 'above and beyond' in performing their role. All nominations are reviewed and successful nominees are awarded a bottle of champagne at the monthly all colleague 'Town Hall' meeting.
All colleagues are entitled to three paid 'volunteering days' each year which they can use to support a good cause of their choice. Furthermore, at the end of each year colleagues vote for a 'charity of the year' which becomes the beneficiary of any fund raising activities that the company undertakes the following year.
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Charity's

St Martins

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St Martins follows the National Joint Committee salary scale. All roles are linked to a job family which has a number of points which team members move up annually on 1 April. In 2023, the NJC increase was substantial, with the lower paid ranges receiving a 7% increase.
The Director of Operations holds Team Leader and Manager development sessions on a regular basis. This is an opportunity to discuss issues and ask questions and ask advice with peers in a safe and confidential environment. Most recently a longer session was held covering performance management, disciplinary and capability.
St Martins was part of a team which worked with the local community to prepare a communal garden for its 100th year anniversary. This involved a group of team members working alongside the community and the purchase of a tree. It has also planted several trees as part of its commitment to the Queens Canopy.
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Retail

Selco Builders Warehouse

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The management development programme, Rising Stars, comes in three, 12-month courses: bronze, silver and gold. Delivered by an external company, the content is written by Selco. A staff member starting on the bronze programme could be a deputy manager by time they finish the gold level.
Staff rate lifestyle benefits more highly these days, so the company has increased holiday entitlement, extended the amount of people for whom it provides private healthcare and made a free health-cash plan available to all 3,000 employees.
Engagement days with different themes take place across the whole business about four times a year based on a different theme. Each team celebrates the theme in their own way and events are posted on the company's communications platform.
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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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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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