Giving Something Back - The extent to which employees feel their organisation has a positive impact on society
Giving Something Back focuses on the organisation’s social responsibilities. If key factors such as ‘Leadership’ and ‘My Manager’ are performing well, it can influence the improvement of all the other factors, boosting your overall engagement.
Training takes on a real-world feel, with the top floor of the Beloved office filled with equipment frequently found within a client's house. This provides an immersive experience to help staff understand the challenges they are likely to face when working independently. The setup allows staff to develop their confidence, situational awareness, and decision-making.
A company car scheme allowance is offered to staff that have been with the company for 12 months. Enabling employees to purchase a new vehicle they may not have been able to other wise afford, the deal also provides a reliable means of transport meaning disruption to work is less likely.
Managing Director, Mark, along with supporting staff, have been getting stuck into a garden project at their local hospital. The project, started by one of their clients who had previously received treatment there, aims to improve the communal gardens through the planting of trees and flowers in the grounds.
A ‘Think Green’ campaign put a focus on the environment thanks to its aim of improving the energy efficiency of buildings through engagement programmes for both employees and student residents. The campaign included both e-learning and building technical programmes, as well as encouraging better recycling and simple tips for energy conservation.
Leaders consistently refer to iQ’s values through communication, live events, or business updates and play a key part in recognising when the values are being demonstrated. Recently, the Senior Management Team sponsored and supported the development and rollout of a behavioural framework aligned to the values, which is now being adopted across the business.
As well as an extensive catalogue of learning provided via our LMS, every team member has access to an unlimited number of funded Level 1, 2 and 3 qualifications in a range of subjects such as Mental Health, Customer Service and Fitness and Health. There are also talent programmes, apprenticeship schemes and a high-performance coaching programme.
Initiatives such as the Cycle to Work scheme and a city-centre based office to support commuting by public transport are just two of the initiatives Simitive has in place to lessen its environmental impact. Combined with this, it runs a paperless office and employs fully cloud-based IT systems.
After becoming increasingly concerned about the health and wellbeing of its staff during periods of lockdown, the company launched an employee wellbeing programme including 24/7 access to helplines, free counselling sessions, ensuring holidays and breaks were taken, as well as access to confidential conversations with Heads of Department, HR, and Directors.
In order to keep a culture of collaboration and interest during the pandemic, the company held regular meetings on a company and team level, as well as coffee mornings and fun events such as Taskmaster. These were all held in addition to weekly 1-2-1s for all staff members, as well as six monthly development reviews.
A staff forum network, known as ‘Gateway Together’, exists to raise awareness of diversity and inclusion in the workplace. Designed to promote a constantly evolving positive and inclusive culture, it has led to a number of events initiatives including Eid celebrations, Pride, Men’s Health, Black History Month, and International Women’s Week.
Gateway’s office refurbishment included a new recycling system, as well as other initiatives that focused on a commitment to mitigating its impact on the environment. These include LED lighting, the use of hybrid vehicles and electric charging points, as well as a ‘Cycle to Work’ scheme and a bike loan initiative.
Collaboration and inclusion activities consist of weekly team briefings internally, as well as a number of external team bonding activities. These include taking part in virtual ‘escape rooms’, as well as the establishment of a ‘Birthday Month Club’ to encourage celebration across different teams.
YASA likes to reward good service with bespoke gifts aligned to staff members' hobbies and passions. One worker with a passion for the sport of cycling got to meet an Olympic cyclist, thanks to an experience gift to mark his 10-year anniversary with the company.
YASA has introduced a training management system for all staff, with sessions on key topics such as working effectively remotely and longer courses on specific subjects, including corporate social responsibility. The company also sponsors qualifications and provides study leave to allow staff to prepare for exams.
Staff are given three days off a year to volunteer in the local community. This includes anything from helping to dredge canals to supporting worm farms or lending a hand at food banks. The company offers work experience to school pupils.
Senior management led a series of engagement campaigns after the coronavirus emerged. These included a video series called Desert Island Lockdown, with chairperson Justine Markovitz in the finale. She also took part in 73 “Meet Justine” Skype sessions for all staff.
A graduate recruitment app is being developed to help Withers reach a wider pool of diverse candidates. The app will also help the firm meet the need to recruit differently, which became apparent during the pandemic. Social media is playing an increasing role in the search for talent.
The Withers World Tour set staff the challenge of walking the equivalent of the distance between all the firm's offices, a total of 23,000 miles. They exceeded the miles target and raised more than £30,000 for charity, including the Mental Health Foundation.
Training Tuesdays introduce new skills and competencies from effective pitching and storytelling to cybersecurity, improving presentation and how to focus in a world of distraction. In the past year, WAA Chosen has brought in an external coach to run a two-day workshop with the senior team to develop a new one-to-one process.
Wellness Wednesdays at the end of each month focus on mind or body, health and lifestyle. All staff have 24/7 support from an employee assistance programme offering a confidential service. Everyone had a call once a week during the pandemic to check how they were doing, and if anyone needed any extra help
The team set a fundraising target of walking, running, cycling or rowing 2,000 miles – about 43 miles each – to raise £2,000 for laptops and digital equipment for children to use while homeschooling. The amount was match-funded by the company's charity foundation. Colleagues also donated unneeded devices to local schools.
Volume values the voice of its people. Regular polls are carried out to check what team members think of new developments and managers make sure they get back to people through team posts and group emails as well as individual communication.
When lockdowns began to be a feature of life in the past year, Volume sent out wellbeing boxes packed with healthy snacks and treats, tips and a positive message. Yoga and high-intensity fitness classes continued online and mindfulness and motivational training was provided for the whole workforce.
Volume shared its expertise with its local authority, Wokingham Borough Council, to produce an augmented reality app which educates users about the history of the local area. The company has a strong commitment to the environment, recycling equipment and donating laptops to charities and families who needed them for homeschooling.
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