State of Engagement 2026 Report |
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Employee Connect Nationwide has a group of 1,000+ employees called Employee Connect. The virtual group influence business decisions by being consulted on ongoing issues including product design, service improvements, marketing and employee campaigns. The company creates bespoke employee apps to foster greater interaction. For the Annual Awards 2015, the event app had 96% of employee finalists logged in, 796 photos posted, 969 comments, 1,232 status updates, 4,274 likes and over 55,000 visits. The retail division comprises 9,000 employees across 700+ branches and sites. To connect those employees the company have created a Virtual Retail Expo, which enables people to have a better understanding of what other Retail teams do, key contacts, latest news and product information. Corporate cascade Nationwide's five year Corporate Plan is announced internally in April each year. Following a leadership conference for the top 800 leaders, the corporate plan is then cascaded through every division, department and team within the business over a 6 week period. So every one of our 17,000 employees receives a face to face presentation on our latest business strategy.
Employee Connect Nationwide has a group of 1,000+ employees called Employee Connect. The virtual group influence business decisions by being consulted on ongoing issues including product design, service improvements, marketing and employee campaigns. The company creates bespoke employee apps to foster greater interaction. For the Annual Awards 2015, the event app had 96% of employee finalists logged in, 796 photos posted, 969 comments, 1,232 status updates, 4,274 likes and over 55,000 visits. The retail division comprises 9,000 employees across 700+ branches and sites. To connect those employees the company have created a Virtual Retail Expo, which enables people to have a better understanding of what other Retail teams do, key contacts, latest news and product information. Corporate cascade Nationwide's five year Corporate Plan is announced internally in April each year. Following a leadership conference for the top 800 leaders, the corporate plan is then cascaded through every division, department and team within the business over a 6 week period. So every one of our 17,000 employees receives a face to face presentation on our latest business strategy.
Employee Connect Nationwide has a group of 1,000+ employees called Employee Connect. The virtual group influence business decisions by being consulted on ongoing issues including product design, service improvements, marketing and employee campaigns. The company creates bespoke employee apps to foster greater interaction. For the Annual Awards 2015, the event app had 96% of employee finalists logged in, 796 photos posted, 969 comments, 1,232 status updates, 4,274 likes and over 55,000 visits. The retail division comprises 9,000 employees across 700+ branches and sites. To connect those employees the company have created a Virtual Retail Expo, which enables people to have a better understanding of what other Retail teams do, key contacts, latest news and product information. Corporate cascade Nationwide's five year Corporate Plan is announced internally in April each year. Following a leadership conference for the top 800 leaders, the corporate plan is then cascaded through every division, department and team within the business over a 6 week period. So every one of our 17,000 employees receives a face to face presentation on our latest business strategy.
Following the appointment of their new Head of Talent, the company began with a major overhaul of the entirety of the learning and development offering. A new company-wide appraisal process and associated documentation was rolled out, in line with the commencement of the new fiscal year. This allowed their L&D team to conduct a full training needs analysis across the company. Their training partner, with Head of Talent, launched a “new starter training programme” for onboarding all new employees. Their mid-level / Senior Consultants were offered a newly designed “advanced sales training course” to enhance and develop their skills, and maximise their potential. Having previously had all management training delivered by external partners, they were able to bring this offering in house and are in the process of delivering a new “Leadership Development Programme” to the entirety of their Management team. They have also assessed and redesigned their promotional process to guarantee transparency and parity at all levels. Their existing competency documents were reviewed and redesigned to ensure complete clarity of expectations for all staff for the level they are currently operating at, but also to convey to them what needs to be done in order to achieve promotion. With this increased investment they are able to create and execute a full L&D strategy, whilst simultaneously being able to create bespoke training packages in house.
Following the appointment of their new Head of Talent, the company began with a major overhaul of the entirety of the learning and development offering. A new company-wide appraisal process and associated documentation was rolled out, in line with the commencement of the new fiscal year. This allowed their L&D team to conduct a full training needs analysis across the company. Their training partner, with Head of Talent, launched a “new starter training programme” for onboarding all new employees. Their mid-level / Senior Consultants were offered a newly designed “advanced sales training course” to enhance and develop their skills, and maximise their potential. Having previously had all management training delivered by external partners, they were able to bring this offering in house and are in the process of delivering a new “Leadership Development Programme” to the entirety of their Management team. They have also assessed and redesigned their promotional process to guarantee transparency and parity at all levels. Their existing competency documents were reviewed and redesigned to ensure complete clarity of expectations for all staff for the level they are currently operating at, but also to convey to them what needs to be done in order to achieve promotion. With this increased investment they are able to create and execute a full L&D strategy, whilst simultaneously being able to create bespoke training packages in house.
The company's Head of Talent post was specifically appointed this year to focus on developing their management team. Given the growth of the company over the past 12 months, they recognised there was an increasing requirement to be able to offer their own bespoke training in house, in order to be flexible to be able to respond to the manager's individual development needs as and when required. A full leadership development programme has been designed and is currently being delivered to the entirety of their management team, including those working towards a managerial promotion. The course offers a blend of leadership development to include effective coaching in leadership, developing emotional intelligence and also core management skills i.e. conducting effective appraisals and competency development. They have the capacity to follow up with managers, and their line managers, outside of the training programme to offer any extra support or one to one feedback/coaching sessions required. They are currently in the process of reviewing and redesigning their mentorship programme, to ensure both the mentor and the mentee are empowered to maximise the opportunity of external support. Their Directors and Senior Managers have recently undergone a Colorworks psychometric profiling in order to understand and improve their own personal performance but also to inform how they work best as a group.
BUPA health screening is available to all Senior Managers and Directors which gives an overview of their current state of health and wellbeing. The assessment of current health and future risks includes: A medical history and lifestyle questionnaire; a physical examination; a consultation with a doctor or health adviser; the opportunity to ask questions and discuss concerns. Many test results are available on the day and a personalised health report and action plan with practical advice to help minimise health risks is produced. BUPA has been extended to a wider number of colleagues (benefit grade C1 and above) and offers private medical insurance which aims to fund medical treatment required. The company offers a discount Gym Membership at one of the leading leisure clubs in the UK, David Lloyd. This is to try and encourage colleagues to keep fit and maintain a healthy lifestyle. They also have a walking club set up where colleagues get together and walk into town at lunchtime. This is encouraged internally to ensure colleagues are taking a sufficient lunch hour and interacting outside the workplace. In every regional office they have a Sports & Social Committee set up. It is the responsibility of the committee members to plan and organise a range of sport and social activities. They also have a Wellbeing Section on their Intranet – this includes workout advice, healthy recipes, tips to alleviate stress.
BUPA health screening is available to all Senior Managers and Directors which gives an overview of their current state of health and wellbeing. The assessment of current health and future risks includes: A medical history and lifestyle questionnaire; a physical examination; a consultation with a doctor or health adviser; the opportunity to ask questions and discuss concerns. Many test results are available on the day and a personalised health report and action plan with practical advice to help minimise health risks is produced. BUPA has been extended to a wider number of colleagues (benefit grade C1 and above) and offers private medical insurance which aims to fund medical treatment required. The company offers a discount Gym Membership at one of the leading leisure clubs in the UK, David Lloyd. This is to try and encourage colleagues to keep fit and maintain a healthy lifestyle. They also have a walking club set up where colleagues get together and walk into town at lunchtime. This is encouraged internally to ensure colleagues are taking a sufficient lunch hour and interacting outside the workplace. In every regional office they have a Sports & Social Committee set up. It is the responsibility of the committee members to plan and organise a range of sport and social activities. They also have a Wellbeing Section on their Intranet – this includes workout advice, healthy recipes, tips to alleviate stress.
BUPA health screening is available to all Senior Managers and Directors which gives an overview of their current state of health and wellbeing. The assessment of current health and future risks includes: A medical history and lifestyle questionnaire; a physical examination; a consultation with a doctor or health adviser; the opportunity to ask questions and discuss concerns. Many test results are available on the day and a personalised health report and action plan with practical advice to help minimise health risks is produced. BUPA has been extended to a wider number of colleagues (benefit grade C1 and above) and offers private medical insurance which aims to fund medical treatment required. The company offers a discount Gym Membership at one of the leading leisure clubs in the UK, David Lloyd. This is to try and encourage colleagues to keep fit and maintain a healthy lifestyle. They also have a walking club set up where colleagues get together and walk into town at lunchtime. This is encouraged internally to ensure colleagues are taking a sufficient lunch hour and interacting outside the workplace. In every regional office they have a Sports & Social Committee set up. It is the responsibility of the committee members to plan and organise a range of sport and social activities. They also have a Wellbeing Section on their Intranet – this includes workout advice, healthy recipes, tips to alleviate stress.
Medigold provide their staff with many wellbeing initiatives including wellness days, smoking cessation, flu jabs, mini medicals, on-site clinician access, a dedicated wellness website, regular health promotion (on noticeboards and walkways), stress awareness, counselling and physio.
Medigold provide their staff with many wellbeing initiatives including wellness days, smoking cessation, flu jabs, mini medicals, on-site clinician access, a dedicated wellness website, regular health promotion (on noticeboards and walkways), stress awareness, counselling and physio.
Medigold has always attempted to pay annual bonuses to all staff as it is believed that all staff contribute to the success of the organisation. They also undertake regular reviews of salaries to ensure not only that they are exceeding benchmarks but that they are attracting the best people in the organisation.
Innovation and continuous improvement are really important to Maximus. The company prides itself on being a business where everyone is encouraged to feedback and suggest changes to processes and working practices. In the past few months Maximus have launched an interactive crowd sourcing platform - Idea Lab. This online system allows all staff members to give their opinions on specific strategic “challenges” and post their own ideas for new initiatives for others to vote on. MAXVoice is the employee representative forum which has recently been the conduit for a variety of changes in the company, including the introduction of new employee benefits. Maximus have developed a delivery model called Progress to Success which provides a structure and the tools to support all operational employees carry out their roles effectively. Team Leaders in all sites act as ‘super users' of this programme and ensure their teams are fully trained and supported in using the model.
This year Maximus launched a new campaign called MAX Living to promote health and wellbeing. Every month all staff are emailed an online magazine which provide fun facts to stay healthy and a challenge for everyone to take part in that will have a big impact on health and wellbeing (e.g. a wall chart to monitor whether you are drinking a minimum of 8 glasses of water a day; a ‘pedometer challenge' competition to see which team can walk/run the greatest number of steps). The aim of MAX Living is to raise awareness of work/health related issues, such as workspace posture and mental wellbeing. They have encouraged teams to be more active by allowing them to take an extended lunch hour once a week to take part in a wellbeing activity (anything from a walk around the park to completing a fitness DVD in the office). Following feedback that teams enjoyed a one-off ‘Fruity Friday' MAX Living challenge, every office now has an allocated weekly fruit budget.
The members of the Senior Leadership Team take every opportunity to be hands on, approachable and demonstrate the company's values. The Senior Leadership Team make regular visits to operational sites, and are currently embarking on a ‘back to the floor' programme, where the team spend some time covering a front line role. Maximus have various committees across the business and each committee is chaired by a Senior Leadership Team member so that ideas and feedback can be taken back to the rest of the Senior Leadership Team for discussion. The Senior Leadership Team also get involved in initiatives that are important to the wider company. There is a commitment to always have a member of the Senior Leadership Team present at each company induction so they can welcome new joiners to MAXIMUS. Regular reward, recognition and engagement events (such as Top Performers dinners and our 6 monthly Roadshows) ensure Senior Leadership Team members spend time with employees at all levels and celebrate their success.
This year Marshall's have celebrated and raised awareness of a number of different wellbeing campaigns. February: Heart Disease Awareness month May: National Walking Month June: Men's Health Week July/August: Sun Awareness September: Know your numbers, Blood pressure October: Leukaemia We have offered different initiatives to accompany these campaign such as mini health mots. This year Marshalls also offered all of its employees the opportunity to have a flu jab, this is something that had never previously been offered at Marshalls.
Local business areas are able to grant rewards, ranging from a free lunch, high street vouchers, additional leave, team meals or meals out with partners.
This year Marshall's have celebrated and raised awareness of a number of different wellbeing campaigns. February: Heart Disease Awareness month May: National Walking Month June: Men's Health Week July/August: Sun Awareness September: Know your numbers, Blood pressure October: Leukaemia We have offered different initiatives to accompany these campaign such as mini health mots. This year Marshalls also offered all of its employees the opportunity to have a flu jab, this is something that had never previously been offered at Marshalls.
They provide an on-site subsidised gym, pamper room, subsidised Starbucks, subsidised canteen, with healthy food options, a prayer room and a facilities helpdesk, which arranges services with external parties, such as dry cleaning and shoe repairs. Employees also benefit from an on-site M&S shop which sells a wide variety of food items, wine, cards and gifts. They have a Sports and Social Committee, who coordinate sports clubs, trips, employee discounts and guest vendors, who are invited to sell their products on site. As well as securing priority tickets for local music arenas, they negotiate discounts and this year employees have benefited from over 1500 discounted Chester Zoo tickets, over 6000 discounted cinema tickets and will have access to 350 discounted pantomime tickets. M&S Bank is committed to ensuring their employees feel valued and respected. They have two employee- led networks (Outstanding and RESPECT) which aim to promote an inclusive, open and supportive working environment for all. Employees also have the option to tailor a range of benefits to complement their lifestyle and enhance their wellbeing. For example, employees can opt to buy or sell holidays, as well as opt for an enhanced healthcare package. The majority of benefits are tax efficient. As part of their engagement strategy, they also offer employees the opportunity to attend local events with their friends and families at a subsidised cost for example, race days at Chester Racecourse, local firework displays and polo matches. In 2015 1,220 employees, friends and family have attended these events.
They provide an on-site subsidised gym, pamper room, subsidised Starbucks, subsidised canteen, with healthy food options, a prayer room and a facilities helpdesk, which arranges services with external parties, such as dry cleaning and shoe repairs. Employees also benefit from an on-site M&S shop which sells a wide variety of food items, wine, cards and gifts. They have a Sports and Social Committee, who coordinate sports clubs, trips, employee discounts and guest vendors, who are invited to sell their products on site. As well as securing priority tickets for local music arenas, they negotiate discounts and this year employees have benefited from over 1500 discounted Chester Zoo tickets, over 6000 discounted cinema tickets and will have access to 350 discounted pantomime tickets. M&S Bank is committed to ensuring their employees feel valued and respected. They have two employee- led networks (Outstanding and RESPECT) which aim to promote an inclusive, open and supportive working environment for all. Employees also have the option to tailor a range of benefits to complement their lifestyle and enhance their wellbeing. For example, employees can opt to buy or sell holidays, as well as opt for an enhanced healthcare package. The majority of benefits are tax efficient. As part of their engagement strategy, they also offer employees the opportunity to attend local events with their friends and families at a subsidised cost for example, race days at Chester Racecourse, local firework displays and polo matches. In 2015 1,220 employees, friends and family have attended these events.
All managers will have attended a ‘Managing At Our Best' two day course by the end of the year. This course focuses on strengthening their culture through everyday actions and decisions. Employees are presented with difficult situations which test decision-making skills and thought processes. Managers learn how to deal with these challenges and how to apply that knowledge every day and how to use these approaches to bring out the best in their teams. They have a talent programme which supports and develops a population of talented managers. It gives them opportunity to network with and have a mentoring relationship with the leadership team and access to more advanced learning courses, for example, Professional Presentation skills and Business Writing courses. For their future managers they have Star. This has a professional qualification element with RBCB (Retail Banking Conduct of Business). Delegates complete a supported business project and Insights Discovery; a personal profiling tool that can be used to support coaching and personal development. New managers receive a tailored training package specific to their role including Coaching for Success (two-days) Authorised Signatory and advanced complaints handling for Team Managers and Bank Managers. Mentoring is widely used as a development tool to support managers, and they are just about to trial several reverse mentoring relationships. Managers also have the opportunity to attend a Monthly Managers Brief (MMB) where they have the opportunity to connect with each other and hear an update on customer experience, strategic projects and people issues.
Salary reviews are conducted in April of each year and a salary increase is awarded dependent on an individual's performance and contribution made to the organisation over the past 12 months. The salary review process is fair and transparent across the organisation. When an employee passes their probation period they are awarded with a gift by their line manager - for example a £50 gift voucher. This initiative applies to all employees. Spot bonus payments or gift tokens are awarded to employees who have gone above and beyond the remit of their role.
The business has recently launched the My Resilience Assessment and Toolkit which has had a 65% uptake so far. The My Resilience Assessment provides an awareness of how resilient you really are. The report generate is unique for each employee and highlights the key areas they may wish to focus on to bolster their resilience.
The business has recently launched the My Resilience Assessment and Toolkit which has had a 65% uptake so far. The My Resilience Assessment provides an awareness of how resilient you really are. The report generate is unique for each employee and highlights the key areas they may wish to focus on to bolster their resilience.
When working with an individual to prevent them having to take sick leave or to help them get back to work quicker, they will look at all options. In the past this has included paying for a college course on mindfulness, gym membership, massage and acupuncture. They acknowledge that different things work for different people and so are open to suggestions from both the individual and from medical professionals.
Work closely with volunteers and community groups to develop solutions to local problems and projects that help meet community needs and aspirations. Support residents to develop the skills and confidence to organise their own community activities. Follow this link to you-tube to see how it is done https://www.youtube.com/watch?v=xPqKiYU4mnQ. Get online and get ahead in the digital inclusion project, they provide free wifi, access to computers and training, this is run with the support of community groups.
Work closely with volunteers and community groups to develop solutions to local problems and projects that help meet community needs and aspirations. Support residents to develop the skills and confidence to organise their own community activities. Follow this link to you-tube to see how it is done https://www.youtube.com/watch?v=xPqKiYU4mnQ. Get online and get ahead in the digital inclusion project, they provide free wifi, access to computers and training, this is run with the support of community groups.
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