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

The company uses a platform called Fourth as a way to communicate rota and employees can check their payslips and other relevant information. It uploads any new benefits, policies and procedures, and communicates good news stories and general updates. Fourth has been used for less than a year but has been well received.

‘Time doesn’t stand still and neither do we’. This is why Rudding Park Hotels approaches talent with an emphasis on ROI - Return on Individuals. People are the key ingredient to the company; people collaborate to create timeless memories, empathise with those around them, and trust others to do what they say will do.

Seed introduced a 'buddy system', where every month employees would be buddied up with a colleague and have 20/30-minute weekly calls where they could catch up about anything non-work related. It introduced this as a way of imitating the 'water-cooler chats' that would happen in the office.

One of its recent employee engagement surveys identified how Seed should support the team with progression; the organisation created a clear development guide which gave staff a clear view of how to develop. The structure gave focus on development in the areas employees wanted without being restricted by a single job title.

RSM UK has an annual wellbeing campaign called ‘JanYOUary’ which is designed to help its people to invest time in themselves, supported by a month-long calendar with activity ideas. Each year, the campaign’s focus is adapted to keep it relevant. The organisation has also signed the Global Collaboration for Better Workplace Mental Health pledge.

The organisation utilises open communication between all levels of the business through its Employee Voice Champions (responsible for improving the employee experience at RSM UK), Talk to the Top (employees meet with the leadership team to discuss issues), and Diversity and Inclusion Network Groups (helping to shape the organisation’s EDI policies).

Employees at The Pedder Group have a clear pathway mapped out that demonstrates how progression can be attained and how the organisation will provide the tools and support to do this. It has established a ‘Fast-track to Manager’ programme which provides year-round training and clear targets to help the employee towards management positions.

The organisation values communicating clearly to employees who it is, what it does, and how it does it. To achieve this, it maintains open lines of communication from the top to the bottom through its Brand Book and Corporate Brochure. These resources are regularly updated ensuring employees have access to the latest organisation information.

Care, compassion, and commitment are the values that the senior management team tries to instil into every employee at PJ Care. They all support their individual teams but also work hard to build strong relationships with other teams across all areas of the business, whether that's the frontline staff or the support teams.

The average hourly rate for PJ Care’s staff for males was £12.35, and for females, it was £12.81, showing that gender has no bearing on pay. Almost all of the company’s registered managers and senior clinical staff are female, selected solely on merit, with development plans in place for all to achieve higher positions.

The organisation offers a recognition award of up to £500 to employees who make an extraordinary effort, contribution, and/or sustain an exemplary level of exceptional performance. As some of the company’s projects remain open over the Christmas break, it has introduced a payment for staff who cover Christmas Day.

Visibility and communication is essential to the organisation. The results of the last internal pulse survey were shared with staff in January through a company-wide video call by the Chief Operating Officer. The company culture is driven by these surveys, so communicating them with staff is treated with the importance it deserves.

The organisation provides gym membership for its employees which includes access to the flagship Fitness First gym in the basement of the building. It also launched the Listening Squad to offer support and guidance to employees in need. They are available for regular support and promoted the Time to Talk Week.

All teams have morning meetings to get them motivated. Activities include spinning a wheel to win a prize. Team nights out aren’t just about drinking, but also doing competitive activities or games such as bowling, escape room and shuffleboard. On a Friday each month it holds a fun activity within the office like ‘X-Factor Friday’.

Teams come together regularly in person and virtually across the country. Whether it's lunch and learn sessions or staff networks hosting celebration events. Last Summer, as part of the organisation’s 'Creating Happy Memories Campaign', teams were given the afternoon off to hold a picnic and bring their children.

New employees attend an induction which the CEO always attends. He makes sure all new colleagues understand the organisation’s rich history, purpose, values, and strategy. Once a month it also holds an ‘open’ Executive team meeting, where all colleagues can join to hear the latest updates from the CEO and Directors.

Every month, Durhamlane hosts a performance incentive day with the intent to increase employee motivation, morale, and productivity. The company also hosts themed days, i.e. in June there was a Pride day. Durhamlane celebrates employee successes and rewards them for all the hard work every quarter.

Durhamlane supports its managers with externally accredited programmes. Every employee has their own personal development plan that outlines the forthcoming opportunities available. The majority of managers started off as lower-level staff but were promoted to managerial positions off the back of their development and training plans.

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.

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.