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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.
The organisation has introduced Express-O-Coffee Chats to help keep team members connected. It also brings team members together in its fundraising activities, allowing them to work together to raise money for worthy causes. Cox Automotive now hosts bi-annual 'Town Hall Meetings' so teams can gather to hear updates, share ideas and collaborate as a team.
Cox Automotive uses a reward platform, GearUp. On the platform, is its recognition scheme, Gear Up Grand Prix. This could be a simple thank you card or financial recognition where anyone can nominate a team member. Winners receive £50 into their GearUp account where they can spend it on rewards.
The organisation offers Bitesize learning across the business which is an on-line training library offering topics such as leadership, personal development, IT skills, customer service and sales mastery. It also runs an Apprenticeship programme which offers Apprentices training in automotive & logistics, leadership & management, sales administration, technology & digital and business support.
Baylis has employed an in-house skills coach that has developed an 'Aspiring Managers' course. This twelve-month course will take selected employees keen to progress through several key managerial disciplines with a presentation to the board at the end of the course, it also employs designated skills coaches.
The organisation is committed to visible charitable efforts that align with the company’s strong values. Throughout 2022, the company supported the Pied Piper Appeal, with the proceeds from all related events being donated to the charity. Where possible, it agrees on an amount that will be donated or matched.
As well as offering bonus payments for productivity, Baylis also offers a £1,000 referral bonus to existing employees. Agencies have become a mainstay in attracting new staff, and salaries have risen due to skills shortages coupled with the cost of living.
At Admiral, its employees have access to a unique benefit – its Share Incentive Plan (SIP). This came into existence with the Finance Act of 2000 to give employees Tax and National Insurance advantages when given shares in their place of employment. The organisation believes share ownership helps to motivate and reward longer-term performance.
Admiral has partnered with industry specialists Bupa and Health and Her to offer a discounted menopause service for its colleagues. Both include access to specially trained menopause GPs along with varied benefits for each. Alongside this, it has worked with Brightlight coaching who provide the Bloom project to provide line manager training on women’s health.
Its senior managers sponsor the Ministry of Fun (MOF) which encourages colleagues to enjoy their time whilst at work. Each month a different department or group of departments are responsible for organising in-office and hybrid fun events, with each month sponsored by a different senior manager.
Barnsley Hospice takes the wellbeing of its staff very seriously, offering a number of programmes to support them, including a 24/7 helpline, up to 6 counselling sessions covered by the hospice, psychological debriefs to help colleagues come to terms with their experiences, and a number of health and wellbeing initiatives such as a walking group.
With the cost-of-living crisis affecting workers throughout the UK, Barnsley Hospice has ensured that its staff, whatever their role or position within the organisation, are receiving a fair salary that is above the real living wage. In 2022, 100% of the organisation’s staff received a pay rise.
All employees are invited to the monthly Staff Forum where they can share any concerns or suggestions. Feedback provided at these events have resulted in several improvements within the organisation, including a suggestion box which is reviewed during the following month’s forum, a book swap club, EV charging points, and coffee and cake days!
Employees can access a new mental health hub on the company’s wellbeing platform, making it easy to explore all options for support, including the 24/7 employee assistance service. Staff can also access up to six paid-for counselling sessions. And new recruits are invited to a wellbeing afternoon, including a well-received workshop on personal resilience.
Every team member gets a monthly fun budget of £10 which can be spent on anything to encourage team building, from dinners to escape rooms. And employees who a colleague has nominated for going the extra mile could win a prize if they win the monthly vote.
More than 600 nominations were received for the company’s inaugural ‘Simply Oscars’, which aim to reward and recognise employees for their efforts. Including behaviour-related categories such as ‘guiding light’ and fun ones like ‘best dressed,’ the winners – chosen by the CEO – were announced at the end-of-year party, all receiving a £100 gift card.
Non-sales staff are now rewarded for making 'sales' through a new initiative. Those who upsell to customers or successfully recommend a service are recognised on a gamification platform with cash rewards. This new way of working is helping the company better meet customer needs and improving the interaction between the sales team and frontline engineers.
A training programme for Team Leaders and aspiring ones – Lead 2 Succeed – is equipping colleagues with the right skills and knowledge to progress. It's so far helped four colleagues get promoted to these roles. A peer-to-peer mentoring scheme is also boosting confidence amongst technical engineers.
The Community Engagement Group organises fundraising events and volunteering days to support charities and community groups close to Telappliant's sites. Activities have included charity golf days, a virtual London to Paris bike ride, litter picks and career talks and reading days in local schools.
Employees struggling with their mental health or specific issues can access telephone, online and counselling support via the company's Employee Assistance Programme. There are factsheets and HR support on topics such as financial wellbeing and menopause, and manager-level staff benefit from private healthcare, including online GPs. Team members also get free meals on shift.
The 'Heart of Oakman' is the company's bespoke reward and recognition scheme. It celebrates colleagues who live the values and go beyond the call of duty with instant, branded rewards chosen specifically for them and accompanied by a personalised message. The gift and the story behind it are then shared group-wide for all to see.
The Oakman Group has a proud history of supporting local community organisations and national charities – including a £25,000 donation to the Epilepsy Society. Now the company's taking a more venue-based approach to charitable giving, letting the team choose who they want to support. Good causes include hospices and animal shelters, lifeboats and food banks.
Each new employee at FluidOne receives a welcome pack that includes a water bottle, mug, pads, pens, and a printed copy of the organisation’s values. The induction course includes health and safety training, company structure, policies, procedures and wellbeing benefits, and initiatives are available to employees from day one.
All managers at FluidOne goes through several training programmes internally and externally to ensure that they are equipped with the necessary tools to be a great manager. During their first 3 months, they follow a specifically designed programme to help them to understand internal management policies and procedures.
FluidOne conducts regular pay benchmarking and pay reviews to help it to identify and eliminate any disparities in pay based on protected characteristics. It also has a transparent pay policy that outlines the factors used to determine pay, such as experience, education, performance, and job responsibilities.
Employees get a complimentary breakfast and fresh fruit every day. They also get longer lunch breaks so they get time to exercise without having to rush back. And each office’s ‘vibrant and contemporary feel’ is created through break-out zones and relaxing areas with activities such as table tennis and darts.
The company ensures everyone knows their role in its vision and purpose. Employees get weekly leadership round-ups that give updates and highlight performance against long-term goals. And there are team and office meetings at least three times a week to share ideas and celebrate success.
The ‘Engager of the Month’ award recognises colleagues who’ve exceeded in performance, effort and demonstrating the values. And employees who’ve gone above and beyond are treated to a meal with the directors. In addition, if sales team members hit their targets, there are vouchers, experience days and holidays for the taking.
Every team member can nominate colleagues who’ve gone the extra mile through the EW Allstars reward and recognition programme. It celebrates staff in four categories – 'Be Great', 'Be Amazing', 'Be Extraordinary' and 'Be Kind'. On ambassador approval, the nominees get money in their prize fund to spend with a host of retailers.
The ‘Yellow Dip’ induction (reflecting the uniform colour) includes the company history, mission, vision and values and a ‘walk and spot’ around the park. All new starters get a bespoke four-week plan, a ‘buddy’ to ease them in and branded items to make their lives easier, including water bottles and keyrings.
Employees are encouraged to suggest professional development opportunities to support their ambitions. Team members can benefit from bespoke learning courses like project management certification and Excel skills. There are also English classes for non-native speakers. The management team has external support to develop the skills and knowledge to build cohesive, results-focused teams.
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