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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.
Utilita's My Dev scheme gives people control of their own personal development. Staff members who identify an opportunity to learn and develop can complete an online card which they talk through with their manager, who puts the development plan into action.
Utilita collaborated with Solent Mind to deliver a virtual mental wellbeing roadshow in May 2020. Staff attended workshops on how to manage stress and sleep better. The company has also held Pandemic Burnout workshops with tips on surviving a challenging year.
The company has donated £50,000 from its levy to support good causes. Utilita has signed up to The Prinice's Trust Million Makers fundraising competition with an online auction and sponsored TikTok dance challenge called Pay as You Go –Gos. Utilita recycles its IT equipment where possible and sends no waste to landfill.
Triple Point anticipates a mindset change in relation to flexible working but has not formalised this yet. In between lockdowns, people were allowed back to the office on a recommended but discretionary basis, which suited different people's wants and needs, and maintained a hub for employees to connect.
Development needs are assessed on an individual basis, with generous study support packages for those wishing to pursue professional qualifications. Group development sessions and 1:1 coaching are available throughout the year and there is a leadership development programme for an identified high-potential group.
During the pandemic, the company donated 15% of initial fees taken from all investment products to its Helping Hands initiative to supply 17,000 hand creams to frontline NHS workers, ambulance trusts, care homes and schools across the UK. Gifting is set to continue via a percentage raised in this way.
After lockdown started, the managing partners divided a list of staff names between them and did weekly check-ins. It was an opportunity for employees to take a little time out and talk about whatever was on their mind – anything from the latest advertising trends to Strictly Come Dancing.
Christmas parties are a big thing at S3, and the pandemic didn't stop the fun. Staff were given vouchers to buy drinks and snacks for the online party, which included a magician. A thank you gift was added to their December pay packet, recognising their efforts during a tough year.
After lockdown started, S3 took over a billboard space in Cardiff for month for its #CelebratingCreativity campaign. The billboard carried a series of ads, designed by agency staff, thanking people for the creative ways they were responding to Covid-19. Public nominations for the ads included whole streets doing sing-a-longs.
Rapport works with WOW! Awards to uncover personal, individual stories of outstanding service by its employees. Its favourites are published in the Rapport Inspire book – which sits in the British library. All new starters get a copy to introduce them to Rapport's values and exceptional people.
All learning and development moved to a virtual setting within a fortnight of the March 2020 lockdown and Rapport has hosted training every day since. With over 12,500 hours completed content has covered more than just customer service and courses have taken a holistic approach encompassing financial, mental and emotional wellbeing.
As allies to the LGBTQIA+ community Rapport held events to recognise Transgender Awareness in November and during Pride Month it shared messages of acceptance, empowerment and compassion. On National Coming Out Day it partnered with the myGwork business community for a social media campaign #IAmOutAtWork where some Rapport employees proudly shared personalised graphics to mark the day.
To give employee an engagement a boost during lockdown staff created videos of themselves covering the famous Beatles song Here Comes the Sun and competed in a virtual Olympics. When the videos were premiered Prestige sent everyone popcorn to enjoy as they watched them.
Staff have a well-equipped breakout room to unwind in, complete with a newly stocked games console, ping pong table, air hockey and an arcade games machine. At the weekly online quiz a name was picked at random from a hat to decide who would be quizmaster next, a tradition that Prestige has kept.
For every pound of weight that employees lost during an eight-week fitness programme this year, Prestige Telecom donated £5 to charity. Senior managers and directors also took part in a ration challenge, in which they ate the same food a Syrian refugee is allocated, to help Concern Worldwide raise over £1.5m.
The monthly Simply the Best awards honour staff who have demonstrated PeoplePlus's three trademarks – True North, Own It, Improve to be the Best. Winners receive a financial award and an invitation to the annual awards evening at Warwick Castle.
PeoplePlus has launched an internal management development programme, called Improve to be the Best, for every line manager. The four-week programme is focused on employee engagement and the service-profit chain. The company also offers a range of internal apprenticeships leading to recognised management qualifications.
PeoplePlus has a long-running partnership with the Prince's Trust, which includes staff donating the pence from their salaries to the charity via the Pennies From Heaven scheme. Also, employees receive a paid day off for volunteering, which many used last year to offer pandemic-related help to charities and local people.
Global CEO Werner Lieberherr set up a monthly online meeting to update all employees on company-wide activities, including the impact of Covid-19 on the business. This takes place live, virtually, and people are free to ask him questions directly on any topic.
Employees have been inspired by the level of trust the company placed in them after it went from being 100% workplace-based to the vast majority working from home. Landis+Gyr trusted its people to continue to perform and they delivered – and, in many cases, exceeded expectations.
The Macmillan World's Biggest Coffee Morning – the cancer charity's biggest fundraising event – took place virtually this year with employees encouraged to grab themselves a cuppa and a slice of cake and join the online chat to have a natter with colleagues.
Kaplan significantly increased its two-way communication with the top 50 managers to ensure they had all the information they needed to cascade to their teams. In the early weeks of lockdown, a team status tracker quickly identified those under the most pressure. Once everyone settled into a new rhythm this was stood down.
Every year, the Kaplan Way Awards programme recognises the most outstanding individual and team contributions in four categories: Student Success, Great Place to Work, Continuous Transformation and Shared Values. Employees submit nominations and a selection panel chooses the UK winners – they are then up for global awards as part of a live broadcast.
KPUK aims to be a valued partner in the communities it serves. The group supports charity partners to build futures for people of all backgrounds and circumstances. Employees are empowered to support local good causes through paid volunteering days and fundraising activities.
Leaders talk to staff using Microsoft Teams and encourage cameras to be on for every meeting for more engagement. The whole company gets together in a virtual forum every week for an update from Head of Operations Sarah Tanner and MD Natalie Llewellyn about new starters, initiatives, projects and any other news.
Jellyfish employs people with the view of developing them. New joiners can be entry-level runners, apprentices and graduates and there is extensive on-the-job-training and real-life experience. Some staff study and are supported to do so and mentors are assigned to people, too.
The company implemented the 2.6 challenge during lockdown to raise money for mental health charity Mind. Employees could run, walk or cycle, using 2.6 as a measure. One inventive member of staff even walked up and down their stairs for 26 minutes.
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