Best Companies Factors: Giving Something Back

Food & Drink

The Flava People

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To foster team energy and unity, the organisation hosts quarterly strategy sessions, providing a platform for collective brainstorming and goal alignment. Additionally, it organises communal cooking events and celebrations, creating opportunities for bonding and relaxation outside of work tasks.

The leadership team fosters organisational clarity through several key practices. They prioritise open and transparent communication, ensuring that all employees are kept informed about company goals, changes, and progress. This is achieved through regular meetings where updates and expectations are clearly communicated. Additionally, directors conduct quarterly strategy sessions to review and refine the company direction.

The organisation works closely with The Message Trust/Community Grocer and have sent staff out on volunteer days to take part in gardening in the community and packing in a grocer's warehouse. The Flava People also donates some of its products and a proportion of its sales to the same charity.

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Education & Training

The Chelmsford Learning Partnership

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CLP encourages a sense of pride in their organisation through maintaining the unique identity and ethos of each school. The shared ethos amongst the schools fosters a sense of belonging, enabling individuals to make a difference.

CLP promotes personal growth through inspiring curiosity and a lifelong love for learning. The School Development Plan, drawn up each year, ensures that everyone's skills are utilised to their full potential.

CLP's commitment to providing an outstanding education for every child demonstrates their commitment to giving back to society. CLP believe in the power of collective growth and shared learning.

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Leisure & Hospitality

The Landmark London Hotel

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The Landmark London's commitment to society is evident in its active charity work. Team members collectively raise funds for national charity Debra, demonstrating the company's drive to give back, beyond profit motives.

The GEM reward scheme recognises and rewards exceptional performance, ensuring that employees feel fairly treated. The scheme provides tangible benefits such as vouchers, fostering a sense of fairness and appreciation.

The Landmark London's management team leads by example, fostering a culture of respect and improvement. They encourage team members to live the company's values and principles, instilling a sense of trust and support.

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Not For Profit Body's

The Chartered Institute of Building

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The Chartered Institute of Building have two recognition schemes - an ACT Award which is awarded by the Leadership Team on Global Staff Update calls every month, and an Extra Mile Award which allows for peer recognition where colleagues have gone the extra mile.

The organisation has launched a new Competency Framework which will support conversations about performance, growth and development. This year, The Chartered Institute of Building has ran a programme of people management development for all its people managers.

The Chartered Institute of Building encourages colleagues to participate in charitable or fundraising initiatives. It has a volunteering policy which allows colleagues two days of paid volunteering leave per year. The organisation has appointed a Head of Environmental Sustainability in 2023 with both an internal and external remit and have an action plan in place.

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Housing Associations

North Wales Housing

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Employees are always kept up to date on organisational developments and colleagues' good news, as well as getting the opportunity to ask questions and feedback. There's an internal comms platform where staff can post photos and share ideas, quarterly staff briefings and listening sessions, weekly team meetings and regular formal and informal one-to-ones.

Managers can access external leadership training programmes via ILM or ION. Internal masterclasses offer guidance on line management and employment processes, and all members of the Senior Leadership Team are undertaking coaching and mentoring qualifications. NWH also provides secondment opportunities and the chance to work on cross-team projects.

A focus charity is chosen annually, with the latest being RNLI Wales. There are several charity events throughout the year in and outside work. These have included dragon boat racing and family get-togethers. NWH also supports individual schemes to fundraise and organise their own community benefit events.

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Housing Associations

Melin Homes

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At Melin Homes, personal growth is integral to the work culture. Through the 'Passport to Housing' scheme, employees are assigned mentors to broaden their knowledge, fostering their professional development. The company also supports and funds professional qualifications for staff, promoting personal growth and career advancement.

The leadership at Melin Homes encourages an open, supportive culture. Senior Management Team members regularly interact with the team and ensure they are in touch with on-ground activities. The 'Diolch' initiative allows managers to recognise and appreciate the hard work of their team members, fostering a culture of support and recognition.

Melin Homes is committed to giving back to the communities it serves. Through the Jump2 fund, the company supports local organisations that improve the lives of residents. The company's annual 'Zest in the Park' event promotes the wellbeing of the local community, underlining the organisation's commitment to societal betterment.

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Manufacturing

HARMAN technology

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HARMAN’s manager development programme is completely bespoke, and is delivered and composed by its inhouse team. The programme builds on external best practices, effecting management practices, and linking neuroscience with behaviours.

The organisation matches any contribution made to their chosen charity. It also continues to support CAFT (The Children’s Adventure Farm Trust).

To recognise the hard-work and success of its employees, HARMAN Technology uses a ‘thank you’ scheme where employees can receive cards and vouchers for how well they have performed and lived by the company’s values.

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Accountancy

Albert Goodman

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The firm demonstrates its commitment to societal contribution through its charity committee and sustainability committee. Employees are actively involved in fun fundraising activities, and the firm is working towards becoming carbon neutral by 2030.

Albert Goodman actively supports each employee's personal growth. Its Personal Development Discussion process and career progression guide, which are deeply rooted in the firm's values, provide clear pathways for advancement and skill utilisation.

Albert Goodman’s leadership is anchored in its values, which are embedded in every aspect of the firm, from performance evaluation to identifying future leaders. Regular communication from the Managing Partner further reinforces this.

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Charity's

LandAid

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The team spirit at LandAid is palpable. The organisation encourages camaraderie and a sense of belonging, making work not just a responsibility, but also a source of enjoyment.

LandAid is committed to the wellbeing of its employees. The organisation’s Wellbeing Hub is a testament to this, offering resources that help balance work and home life, manage stress and promote overall health.

LandAid is deeply committed to giving back to society. The organisation’s efforts to end youth homelessness are driven by a genuine desire to make a difference, not profit motives, reflected in its aim to deliver £1 million of Pro Bono support to charities tackling homelessness.

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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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Purpose Boosts Engagement

The Flava People

The Chelmsford Learning Partnership

The Landmark London Hotel

The Chartered Institute of Building

North Wales Housing

Melin Homes

HARMAN technology

Albert Goodman

LandAid

Bone Daddies Group

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