What are companies doing with regards to 'Giving Something Back'

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.

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.

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.

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.

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.

As part of its employee benefits, Claremont Consulting offers a detailed health care plan including access to a 24-hour hotline, medical, dental and optical care, and therapy treatments. As an additional employee benefit it provides the Westfield Health plan which offers subsided gym membership for all employees.

The company organises employee culture days paid for by Claremont Consulting which involve competitive and inclusive tasks. For example the team recently attended a Battle Bar where employees were able to play games of pool, table tennis, and shuffle board along with Clay Pigeon shooting for its Christmas party.

Each Director is responsible for ensuring that the employee experience in their area is consistent with the organisational values - they meet regularly with all staff, not just their own direct reports, to ensure that employees understand the Group’s organisation’s culture as well as having the chance to have their voices heard.

Wales & West Housing’s graduate programme offers fixed term positions combining genuine experience in the role alongside appropriate study and support. It also offers a number of Trade Apprenticeships with Cambria, learning through experience of repairs and upgrades on homes including electrical works, gas and plumbing works and multi skilled repairs.

The Confident Manager training programme provides opportunities for personal growth and development. The training ensures new managers are equipped with the necessary skills to lead effectively.

The Big Life Group’s leadership, led by CEO Fay Selvan, shows its commitment to staff through personal gestures like hand-delivering trophies. The leadership’s values are reflected in their hands-on approach and commitment to community service.

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.

Quarterly "Ask the Executive Leadership Team" sessions take place online so that staff can take part where ever they work — including sitting in a van between jobs. They give employees the chance to ask questions, share ideas or raise concerns. Pulse surveys via text and email ask staff how the organisation might improve.