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

There are central inductions for new starters, held quarterly. It's a chance for them to get to know each other and learn more about the charity, its values, processes and projects through group exercises and an intro from the senior leadership team. New recruits also get a 'buddy' to help them have a smooth start.

A performance management framework guides learning and development needs. A dedicated skills centre with an extensive training catalogue provides a range of learning activities to uphold the values and gives front-line staff and managers chance to grow and develop through job-specific training. There's also accredited management and leadership training on offer.

Staff have access to an external coach for personal or career-related advice and internal counsellors, who offer counselling support or general conversation about work or personal matters. There are also Speak Up Guardians who staff can go to if they have work-related concerns that affect their health. A wellbeing app offers a variety of resources.

A cost-of-living payment has been made to staff and supermarket vouchers are available. Enhanced sick pay is available and staff receive 25 days' leave a year, plus eight bank holidays. The organisation also gives staff the opportunity to buy or sell up to one week's holiday per year.

On the Slack platform there are social channels for specific interests, ranging from recipes and reading — to cats. There’s also a working-from-home channel that provides a social space for sharing tips, anecdotes and news. The optional Slack Donut app pairs people randomly for a weekly chat.

Glean knows that wellbeing and work-life balance go hand-in-hand, so it makes sure staff protect theirs by providing flexible hours, muting notifications from 6pm-8am and giving them three days’ holiday to recharge at Christmas, on top of their 33 days’ annual leave. The company also offers a cash-back healthcare scheme.

To encourage a good work-life balance, the leadership team demonstrates that employees' home lives are just as important as work. Leaders bring their children in on company calls, make a point of doing something personal during the day and set the tone by promoting the idea that no one can do it all.

Staff can decide when they work their contracted hours so they can balance their work and home life more effectively. Greater emphasis has been placed on choosing to work when they are at their most productive. The 30 days’ annual leave entitlement is supplemented by ad-hoc company days off, especially when the workload is high.

Last year, chief executive Adam Stroud had mini-exchanges with each employee across the globe and the chats provided a platform for staff to ask questions and be answered directly. The move improved engagement with staff across the company. Breakfast with directors sessions are run virtually via Microsoft Teams.

Sessions that are run as part of the managers’ network allow leaders to bring a challenge to share with their peers and support one another to find creative solutions that drive consistency across the company. The sessions include training on topics such as salary-review conversations.

To support staff during the economic crisis, free food is being provided in the kitchens ,and staff can help themselves to breakfast and lunch. The company also supplies free hot drinks and sanitary products.

Chief executive Anthony Pearlgood stages regular town hall meetings with staff to update them on company business and he encourages senior leaders to do the same. Pearlgood and the HR and talent manager also meet staff in groups, to determine what the organisation can do to improve terms and conditions.

Weekly team huddles focus on employee wellbeing, rather than performance or information sharing. Team away-days, which take place in neutral community venues, are supportive events where people feel valued. Cross-service training and working groups facilitate the mixing of staff across the charity, so that they can share experiences.

The charity operates a buy-and-sell policy for annual leave. It offers flexible working, such as compressed hours, as well as hybrid working, to promote a good work-life balance. There is an employee assistance programme, a probate helpline and health cash plan. Bereavement counselling is also on offer.

The commuter-assistance programme gives staff a discount on travelcards and/or parking. They are given £100 per month (£1,200 per year) to help cover commuting costs. The company also offers interest-free season ticket loans.

Staff have a personal development plan which is reviewed with their manager. They also have access to Degreed, an online platform containing skills training, and more than 200,000 courses on Udemy. The company is developing a platform that will allow staff to input their goals for the year, paired with regular catch-ups with their manager.

At monthly “feed the 50(00) events”, one team has to cook for the rest of the office. The events give staff the opportunity to interact with others during a long lunch. Updates, business trends, and so on, are discussed at fortnightly barstool meetings. Monday morning “launches” start the week, while 3pm Friday “wraps” end it.

Managers have been undertaking a six-month programme based on six core leadership competencies: self-awareness; agility; sales; data; coaching and digital skills. The company has also introduced a “future managers” programme.

Staff receive a 15% discount at Card Factory, as well as reduced prices on a range of goods and services, from holidays and mobile phone contracts, to shopping, through Mycardfactory. Annual leave is at least 28 days.

Colleague connection days where colleagues were encouraged to come into the office and reconnect with those they may not have seen for a while were launched. They were a great success. Food vans provided meals, there were skips so staff could clear out the office space and various activities they could join.