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

Regular training courses are offered internally and externally to support managers and their team to develop. Kids Inc Nurseries introduced an employee assistance programme and regular team lunches to encourage positive mental wellbeing.

"We highly value the attitude, skills, enthusiasm and commitment of our teams and endeavor to show our appreciation and engage our employees in many ways," says Sav Kaisi, a company director. These team-building events, long-service awards, newsletters and extensive professional training and development opportunities.

Stress-management training, a 12-week mindfulness programme, four all-staff briefings by a wellbeing consultant and three sessions for managers to help them support their staff are part of the measures on offer to look after employees.

Staff take part in activities such as group bike rides and lunch time walks, art classes, knitting and craft sessions, yoga and tap-dancing classes, pepper-growing and pumpkin-carving competitions, and pool, darts and table tennis tournaments.

Each service organises regular treat days which could consist of bringing in food for staff to eat together, or organising a therapist to give staff wellbeing treatments.

The Y Leadership management programme covers organisational development, human resources, finance and budget management, health and safety, and looking at environmental impact and marketing. There are in-house courses about working in a psychologically informed environment.

The Ashtons Diploma develops entry-level staff, giving them a year's training that incorporates spending time in every area of the business. The company supports industry-recognised training, such as that of the National Association of Estate Agents, encouraging all employees to undertake the courses and gain qualifications.

In an industry where staff traditionally work long hours, the agency has reduced working hours and weekend working for staff, without it affecting pay. It resulted in employees gaining an extra 12 days off a year.

The wellbeing of employees has remained a priority for Networx, with daily fitness sessions continuing to take place both online and in the company gym. The organisation also has a direct partnership with Leeds Mind to ensure that any person that requires help can access this as and when then need to.

Networx continues to actively support each employee to try and schedule some time every week for Continued Professional Development (CDP). This has proved extremely beneficial for the Developers who through the time allocated to them have identified new technologies and growth opportunities.. Further more leaders have been encouraging the enrolment of new courses for employees.

Hickory's continue to talk openly about mental health and mental wellbeing on The HUB, providing resources and support to any team members who need it. It also has an Employee Assistance Helpline available to all team members, and any team member facing financial hardship can apply for financial support through its Adversity Fund.

In 2021 Hickory's introduced its 'Spring Break' WhatsApp Groups, so that communication and updates could be sent directly to each venue. The groups also gave the team a platform to voice any questions, comments or ideas they had directly to their line managers and the People Team.

In 2021, most of the management team took an MBA-level course through Nottingham Trent University. The course included modules on women in leadership and effective change management.

A formalised personal development plan process aims to encourage the team to complete a self-reflection exercise before their PDP discussions. Through the employee assistance programme, employees can discuss their career anonymously with a third party who will support them with their ambitions and offer advice.

Knowing how daunting it can feel to return from annual leave and come back to a huge backlog, Orbis has implemented new 'handover guidelines' to prevent work building up and ensure employees are not tempted to work whilst off. The new guidelines ensure all colleagues feel supported and highlight the benefits of necessary rest.

Orbis maintains an open-door policy, where all staff from senior leadership to new starters have the right to know and understand any decisions made for the business, as well as having a voice at the table and the opportunity to contribute to the company-wide debate.

Wellbeing days can be taken by all staff at short notice, without an explanation. It allows them to unwind, destress, recharge and prioritise their mental health — without the requirement to book holiday or take a sick day.

An online "honesty box" gives staff the chance, remotely and anonymously, to raise concerns or make suggestions for the business to follow up on. Responses and actions are shared across the company.

Employees are each given access to an Employee Assistance Programme, a calendar of fitness classes and private medical cover through Vitality. Regular workshops provide great guidance on many mental wellbeing topics, and a reward scheme for physical activity was introduced to get colleagues moving.

Featurespace strives to constantly develop its people and promote from within wherever possible. The company encourages honest and open conversations when it comes to personal development goals, ensuring all team members have career development to strive for, whether that be into managerial positions or excelling in a more technical career path.