State of Engagement 2026 Report |
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Acclaim Housing Group state that due to the dispersed nature of their workforce, often social events are combined with work events. Last year during the Olympics, a number of sport themed events were held, one example being a Family Fun Day in Harborough and Lutterworth. Members of the team took part in traditional sports day activities such as family tug of war, football and sack races. Colleagues really enjoyed spending time together and as this event was combined with a customer event, they valued the opportunity to meet and talk with customers. The organisation's customer services team, who often are at the end of the phone but don't meet customers face to face, really found the experience to be valuable.
Acclaim Housing Group state that due to the dispersed nature of their workforce, often social events are combined with work events. Last year during the Olympics, a number of sport themed events were held, one example being a Family Fun Day in Harborough and Lutterworth. Members of the team took part in traditional sports day activities such as family tug of war, football and sack races. Colleagues really enjoyed spending time together and as this event was combined with a customer event, they valued the opportunity to meet and talk with customers. The organisation's customer services team, who often are at the end of the phone but don't meet customers face to face, really found the experience to be valuable.
Acclaim Housing Group state that due to the dispersed nature of their workforce, often social events are combined with work events. Last year during the Olympics, a number of sport themed events were held, one example being a Family Fun Day in Harborough and Lutterworth. Members of the team took part in traditional sports day activities such as family tug of war, football and sack races. Colleagues really enjoyed spending time together and as this event was combined with a customer event, they valued the opportunity to meet and talk with customers. The organisation's customer services team, who often are at the end of the phone but don't meet customers face to face, really found the experience to be valuable.
To give back to the wider world, aside from the work that they do as an organisation, they have a wood chip burning boiler installed in their Scottish office which burns FSC wood chip pellets sourced locally to provide hot water and heat. They also have compost caddies at all tea points which are emptied into the wormery to reduce waste sent to land fill.
At WWF-UK they strive to create an open culture and people are actively encouraged to put forward ideas, suggestions, proposals or problems. As well as having an open door policy where people feel comfortable talking through their views with colleagues, managers and senior managers, people get the opportunity to attend all employee talks at least six times a year where they can ask questions of the senior managers, directors and others in the organisation. They run drop-in sessions with project teams and directors so people can go along and chat through their thoughts and ideas on particular areas of work and/or topical issues. They recently ran a ‘Question Time' event where members of the Management Team answered questions as a panel. They also seek feedback through facilitated workshops and informal networks on key events and issues.
At WWF-UK they strive to create an open culture and people are actively encouraged to put forward ideas, suggestions, proposals or problems. As well as having an open door policy where people feel comfortable talking through their views with colleagues, managers and senior managers, people get the opportunity to attend all employee talks at least six times a year where they can ask questions of the senior managers, directors and others in the organisation. They run drop-in sessions with project teams and directors so people can go along and chat through their thoughts and ideas on particular areas of work and/or topical issues. They recently ran a ‘Question Time' event where members of the Management Team answered questions as a panel. They also seek feedback through facilitated workshops and informal networks on key events and issues.
Supporting local residents to transform their neighbourhoods through environmental projects such as multi award winning Kingfisher trail project. In the 1960's this 1.75 mile area, known as ‘The Brook' was a place of beauty, where local people would often go to escape the bustle of urban life. Over the last few decades, the area was neglected and it became overgrown and a dumping ground for rubbish. The stream clogged up and became filthy and foul smelling. Four years ago, a group of local residents decided they would bring the area back to the place of beauty it once was. Working with the local community, Trent & Dove Housing, the Heart of Burton Partnership, East Staffordshire Council and Staffordshire County Council, they have achieved a tremendous amount. The area has now been transformed, and is once more a place where local people can come to relax, enjoy and escape from the stresses of urban life.
Supporting local residents to transform their neighbourhoods through environmental projects such as multi award winning Kingfisher trail project. In the 1960's this 1.75 mile area, known as ‘The Brook' was a place of beauty, where local people would often go to escape the bustle of urban life. Over the last few decades, the area was neglected and it became overgrown and a dumping ground for rubbish. The stream clogged up and became filthy and foul smelling. Four years ago, a group of local residents decided they would bring the area back to the place of beauty it once was. Working with the local community, Trent & Dove Housing, the Heart of Burton Partnership, East Staffordshire Council and Staffordshire County Council, they have achieved a tremendous amount. The area has now been transformed, and is once more a place where local people can come to relax, enjoy and escape from the stresses of urban life.
Supporting local residents to transform their neighbourhoods through environmental projects such as multi award winning Kingfisher trail project. In the 1960's this 1.75 mile area, known as ‘The Brook' was a place of beauty, where local people would often go to escape the bustle of urban life. Over the last few decades, the area was neglected and it became overgrown and a dumping ground for rubbish. The stream clogged up and became filthy and foul smelling. Four years ago, a group of local residents decided they would bring the area back to the place of beauty it once was. Working with the local community, Trent & Dove Housing, the Heart of Burton Partnership, East Staffordshire Council and Staffordshire County Council, they have achieved a tremendous amount. The area has now been transformed, and is once more a place where local people can come to relax, enjoy and escape from the stresses of urban life.
Last Christmas The Children's Society had a carol singing initiative in their London office where they attempted to raise funds for their charity amongst the local community and shoppers.
The theme of this October's Senior Management Team Roadshows was the 2020 Strategy, providing staff with the opportunity to hear as well as contribute to the goals and vision of the organisation. Senior Management asked staff what their involvement means to them giving them the chance to be more involved in preparing plans with colleagues on operational delivery. Nine roadshows took place across England in six locations; London, Birmingham, Manchester, Leeds, Exeter and Southampton. A survey was also sent out to staff to directly feed into the strategy. After staff consultation over childcare costs, The Children's Society has now implemented childcare vouchers for working parents. They can save parents up to £933 a year. The vouchers are a scheme where staff exchange part of their salary for tax and NI-free childcare. Staff have fed into organisational wellbeing and set out their requirements for good occupational health initiatives. The Children's Society has demonstrated its ongoing commitment to the health of its staff and now offers a confidential, free counselling service available to all staff, volunteers and their families. Many factors, including outside work may increase stress. Help has been arranged for free access to a specialist DAS Counselling Helpline. A voluntary employee discount scheme, Xtras has been introduced with offers spanning everyday essentials such as groceries, fuel, clothing and holidays that could make a big difference to staff's bank balance. Xtras is part of the UK's biggest and most generous employee discount scheme.
The theme of this October's Senior Management Team Roadshows was the 2020 Strategy, providing staff with the opportunity to hear as well as contribute to the goals and vision of the organisation. Senior Management asked staff what their involvement means to them giving them the chance to be more involved in preparing plans with colleagues on operational delivery. Nine roadshows took place across England in six locations; London, Birmingham, Manchester, Leeds, Exeter and Southampton. A survey was also sent out to staff to directly feed into the strategy. After staff consultation over childcare costs, The Children's Society has now implemented childcare vouchers for working parents. They can save parents up to £933 a year. The vouchers are a scheme where staff exchange part of their salary for tax and NI-free childcare. Staff have fed into organisational wellbeing and set out their requirements for good occupational health initiatives. The Children's Society has demonstrated its ongoing commitment to the health of its staff and now offers a confidential, free counselling service available to all staff, volunteers and their families. Many factors, including outside work may increase stress. Help has been arranged for free access to a specialist DAS Counselling Helpline. A voluntary employee discount scheme, Xtras has been introduced with offers spanning everyday essentials such as groceries, fuel, clothing and holidays that could make a big difference to staff's bank balance. Xtras is part of the UK's biggest and most generous employee discount scheme.
Claud Regnard, one of Consultants has just received a Lifetime Achievement award from Help the Hospices - the national umbrella organisation representing the hospice sector. Claud is renowned regionally, nationally and internationally for his expertise in specialist palliative care. He is also known for sharing his knowledge and learning with colleagues within palliative care. Claud has devised A Guide to Symptom Relief in Palliative Medicine, which is used by professionals aross the world, as a bedside textbook. Claud helped establish the UK's first Macmillan Nursing post for people with Learning Difficulty and they pioneered the development of DisDAT (Disability Distress Assessment Tool). It has been validated by Northumbria University and is now used by over 15 LD and mental health trusts, as well as by university research teams. It is included in the Mencap website and has its own website – www.disdat.co.uk In 1999 Claud developed CLiP. CLiP - Current Learning in Palliative Care – is a flexible education programme aimed at healthcare professionals. CLiP is now widely used in palliative care settings. It is available free online at www.helpthehospices.org and has been formally evaluated by Open University, which showed that it is an effective means of delivering learning and improving learning outcomes. Finally, Claud also devised a clinical response to the potential threat of ‘Pandemic Flu', which was shared with other hospices and and subsequently shaped Help the Hospice advice, as his paper was made available online to all members during the Swine Flu crisis in 2009.
At St Oswalds they believe wellbeing begins with the line manager/staff member relationship, underpinned by a range of support tools that can be accessed by either the line manager or member of staff. Contact and dialogue through one to one sessions and team meetings means that staff wellbeing is monitored on a regular basis. To support this the St Oswalds Staff Support leaflet is issued personally to each new member of staff by the HR Director when they join St Oswalds. She talks through in detail the range of support mechansisms in place to support them during their employment. Two examples are access to complementary therapies delivered by volunteer therapists at very low cost, appointments at end of day to fit in with working patterns, making use of the skills of volunteers. St Oswalds also offer referrals to external counselling with no questions asked about reason for referral so they remain highly confidential. Up to six sessions are offered but can be extended.
Claud Regnard, one of Consultants has just received a Lifetime Achievement award from Help the Hospices - the national umbrella organisation representing the hospice sector. Claud is renowned regionally, nationally and internationally for his expertise in specialist palliative care. He is also known for sharing his knowledge and learning with colleagues within palliative care. Claud has devised A Guide to Symptom Relief in Palliative Medicine, which is used by professionals aross the world, as a bedside textbook. Claud helped establish the UK's first Macmillan Nursing post for people with Learning Difficulty and they pioneered the development of DisDAT (Disability Distress Assessment Tool). It has been validated by Northumbria University and is now used by over 15 LD and mental health trusts, as well as by university research teams. It is included in the Mencap website and has its own website – www.disdat.co.uk In 1999 Claud developed CLiP. CLiP - Current Learning in Palliative Care – is a flexible education programme aimed at healthcare professionals. CLiP is now widely used in palliative care settings. It is available free online at www.helpthehospices.org and has been formally evaluated by Open University, which showed that it is an effective means of delivering learning and improving learning outcomes. Finally, Claud also devised a clinical response to the potential threat of ‘Pandemic Flu', which was shared with other hospices and and subsequently shaped Help the Hospice advice, as his paper was made available online to all members during the Swine Flu crisis in 2009.
St Nicholas sets an annual operational plan with clear objectives for each department which should then link to team and personal objectives. Budget setting for the year is done collaboratively with managers e.g. fundraising targets are set by what the team believe they can achieve.
There is an open door policy by managers and a robust staff forum chaired by the CEO who can initiate meetings with management. Last year, St Nicholas delegated response identification to the various directorate groups. Results are displayed in chart format around the building. Actions became an agenda item on Staff Forum and Management Meetings.
St Nicholas Hospice are a charity and many of their social events are linked to fundraising. These activities do bring staff from all disciplines together in either participating in the event or helping or organising. They also hold an annual Christmas review where different departments including the Trustees secretly prepare acts. These are then performed to the whole organisation, patients and volunteers and this year's was another hilarious success.
St David's provides free hospice at home care for people with life threatening illnesses in the care of their own home.
St David's seek to enhance the wellbeing of their employees by offering Occupational Health.
St David's seek to enhance the wellbeing of their employees by offering Occupational Health.
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