Team Cohesion = Performance

Each year Moneysupermarket have a full well being programme as part of taking care of their employees health and well being. Each week, on a Wednesday, they have fresh fruit delivered to their offices which their employees can enjoy free of charge. Probably their most popular well being initiative is Lifestyle coaching, this is a free confidential service, they offer to their employees who are able to meet with the lifestyle coach when the feel they need a little help and support in their life. Moneysupermarket also offer employees 10 minute massages each month to help them distress.

Moneysupermarket.com encourage all teams to arrange team building events throughout the year. This year their marketing team (130 employees) took a day out for team building. Part of the day involved project updates and for the remainder of the day the team were able to enjoy dancing at a Salsa bar. Other team building events have included Go Ape and Go Karting.

When you consider that the stereotypical CEO of a fast growing, ambitious tech company are often aloof and sometimes downright scary, Peter Bauer strikes a very different note at Mimecast. Although the company now employs more than 500 employees globally, 253 staff in the UK and growing, Peter will know each staff member by name. Peter, together with his co-founder Neil Murray, continue to represent the DNA of the company, despite its rapid growth, and that creates a sense of togetherness and 'team' that makes the company feel small. Peter has a strong sense of personal responsibility for the future of both the company and the people he has hired to work in it. He is incredibly driven, works tirelessly, and expects the same commitment from Mimecast staff. It's not a place for a quiet life, but Peter has created an exciting, vibrant workplace where each employee feels they have a role to play in the company's future.

The Mimecast Eagles Club is an annual employee incentive program to reward Mimecasters who hit 105% of their annual sales quota. Thirty employees (and a guest) are invited to attend a three day learning and adventure experience held at a world class resort with their partners. They have annual bonus schemes and share option schemes to facilitate having variable pay and reward available for everyone. Mimecast reward milestones and behaviour in real time not just the result at the end of the year. We publicly recognise achievements in company communications so as to celebrate and perpetuate success. They have the facility for staff to openly “Recognise a Mimecaster” on their company intranet which gives employees the opportunity to give praise to their colleagues by awarding “badges” of recognition on their intranet profile. Mimecast hold regular social events for staff both formal and informal. Mimecast hosts a Summer Fun Day for all staff and their families, this year everyone attended a fun day at Chessington World of Adventures. Annual awards for outstanding achievements are aligned to their values and principles presented by Exec team to employees at the End of Year function in December.

Memex Technology Ltd believe that employees with good work-life balance are happier and healthier employees which is critical to the Company achieving its goals. In demonstrating their commitment to health and wellbeing they offer benefits that proactively encourage health and wellbeing, these are: £500 lifestyle benefit, which can be spent on enhancing any of the default benefits on offer or purchasing other benefits such as gym membership or dental cover. Should employees become unwell, they offer a free Employee Assistance Programme, which includes six free counselling sessions per year, free private medical insurance for employees with subsidised rates for dependant and family cover, life insurance, income protection and a 2nd medical opinion service through Best Doctors.

Memex Technology Ltd believe that employees with good work-life balance are happier and healthier employees which is critical to the Company achieving its goals. In demonstrating their commitment to health and wellbeing they offer benefits that proactively encourage health and wellbeing, these are: £500 lifestyle benefit, which can be spent on enhancing any of the default benefits on offer or purchasing other benefits such as gym membership or dental cover. Should employees become unwell, they offer a free Employee Assistance Programme, which includes six free counselling sessions per year, free private medical insurance for employees with subsidised rates for dependant and family cover, life insurance, income protection and a 2nd medical opinion service through Best Doctors.

Marlin Financial offer flu vaccinations and occupational health support.

Marlin Financial offer flu vaccinations and occupational health support.

At Magenta Living their unique, partnership approach brings positive benefits to the local and wider community as well as securing value for money. Through partnerships they are able to offer an extensive programme of resident training and capacity building, all of which is free to participants. Local organisations such as Wirral Met College, Lifelong Learning and Union learn work with them to provide training in a wide range of topics from dressmaking to computing to key skills such as english and maths. They are able to provide accredited training at their community properties which leads to qualifications assisting residents to become more able to access employment as well as building skills confidence and self worth. Accessing employment opportunities is important within the challenging environment many of their residents face. Their innovative partnership with Job Centre Plus through their Wow (Working on Wirral|) project sites an employment skills advisor within their team, again at no cost to residents accessing the service. Four residents have found jobs within the first month of this exciting pilot project. Their partnership with Partners Credit Union (also sited within their building) has enabled them to set up their Digital Deal scheme where they offer cheap, recycled computer equipment to residents with the option to access affordable credit. This is accomplished by budgeting training and IT qualifications to combat digital exclusion. Partnerships with social enterprises address local issues, put money into the local economy and assist in employing local people. They support a range of social enterprises including 14-19 Wirral which specialises in youth consultation. A member of Magenta Living's staff sits on its board.

At Magenta Living their unique, partnership approach brings positive benefits to the local and wider community as well as securing value for money. Through partnerships they are able to offer an extensive programme of resident training and capacity building, all of which is free to participants. Local organisations such as Wirral Met College, Lifelong Learning and Union learn work with them to provide training in a wide range of topics from dressmaking to computing to key skills such as english and maths. They are able to provide accredited training at their community properties which leads to qualifications assisting residents to become more able to access employment as well as building skills confidence and self worth. Accessing employment opportunities is important within the challenging environment many of their residents face. Their innovative partnership with Job Centre Plus through their Wow (Working on Wirral|) project sites an employment skills advisor within their team, again at no cost to residents accessing the service. Four residents have found jobs within the first month of this exciting pilot project. Their partnership with Partners Credit Union (also sited within their building) has enabled them to set up their Digital Deal scheme where they offer cheap, recycled computer equipment to residents with the option to access affordable credit. This is accomplished by budgeting training and IT qualifications to combat digital exclusion. Partnerships with social enterprises address local issues, put money into the local economy and assist in employing local people. They support a range of social enterprises including 14-19 Wirral which specialises in youth consultation. A member of Magenta Living's staff sits on its board.

Key Travel offer a very comprehensive Employee Assistance Programme which is highly confidential and enables employees to discuss health, financial, personal and family matters. They have also appointed an external occupational health partner who works with them to ensure anyone who is struggling in their role for health reasons is fully and appropriately supported. Finally they have partnered with a DSE assessment organisation to ensure that these assessments are undertaken by experts rather than them in house.

Key Travel have a charities policy which allows employees to ask for time off to volunteer, be that their own time which we will then match or work time. They also match funds raised by the employee for a charity. There is no upper cap but their charities policy requires employees to seek authorisation for time off and fund matching before an event to enable them to ensure any potential monies to be matched are within their budgets and each case is considered on its own merits. No case has been declined to date.

The organisation created the IHG Academy - a public:private partnership model, helping local people develop their skills and take a first step into employment. One model is sector based work academy that is delivered in partnership with JobCentrePlus and targeted towards those not in education, employment or training. The model includes a City & Guilds qualification, work experience in their hotels and an interview with the opportunity to secure employment and continued development. During 2013, 27% attendees of an IHG Academy have 'graduated' into employment in our hotels. The IHG Academy won business in the community work inspiration award for work on the academy programme across the UK&I, specifically in Leeds, for the excellent work the academy programme does in the local communities, providing learning and job opportunities. Graduates follow a robust training programme to develop their careers which is aligned to nationally recognised qualifications. Hence, the IHG Apprenticeship programme started where employees can gain an NVQ level 2 and be assessed by their line manager whilst completing daily tasks. IHG's apprenticeship scheme has been recognised at the National Apprenticeship Awards 2013. The company achieved ‘highly commended' in the ‘new employer' category for the Thames Valley Region because of their commitment to offering new apprentices and excellent career opportunities, with over 100 places offered to date. A video of candidate success stories has been produced to promote this initiative.

The organisation created the IHG Academy - a public:private partnership model, helping local people develop their skills and take a first step into employment. One model is sector based work academy that is delivered in partnership with JobCentrePlus and targeted towards those not in education, employment or training. The model includes a City & Guilds qualification, work experience in their hotels and an interview with the opportunity to secure employment and continued development. During 2013, 27% attendees of an IHG Academy have 'graduated' into employment in our hotels. The IHG Academy won business in the community work inspiration award for work on the academy programme across the UK&I, specifically in Leeds, for the excellent work the academy programme does in the local communities, providing learning and job opportunities. Graduates follow a robust training programme to develop their careers which is aligned to nationally recognised qualifications. Hence, the IHG Apprenticeship programme started where employees can gain an NVQ level 2 and be assessed by their line manager whilst completing daily tasks. IHG's apprenticeship scheme has been recognised at the National Apprenticeship Awards 2013. The company achieved ‘highly commended' in the ‘new employer' category for the Thames Valley Region because of their commitment to offering new apprentices and excellent career opportunities, with over 100 places offered to date. A video of candidate success stories has been produced to promote this initiative.

Inferno have a traditional ‘royal mail' post box which sits in the lobby and invites everyone to help themselves to an ‘I'd love it if' card on reception to post any suggestions or gripe, anonymously or not. They strongly believe that listening is the very basic method of being available and approachable. There is an informal and relaxed atmosphere within the open plan building and staff are encouraged to have opinions, which are heard and addressed. Company updates are held on the last Thursday of every month and are a relaxed forum over a beer or glass of wine (sometimes even champagne) for discussions to ensure staff can see that needs are being addressed. Regular departmental away-days provide an opportunity for ideas to be shared outside the office environment, in an inspiring setting to encourage new thinking and perspective. It is not usual for teams to come back from these with an entirely new and more effective approach for their departments.

Every last Friday of the month Inferno holds a social event called ‘Love What Could Be', which gives the chance to gather the entire agency, build morale and inspire collaborative working. These varied events are organised by their ‘Love What Could Be' committee and some are seasonal, some are festive and some are completely random. Alcohol and nibbles are always a prerequisite. In the past year, an example of these are: a summer picnic and games, a pumpkin carving competition, a cocktail making class and a “guess the baby” tea party. Though not quite a team building ‘event', a “buddy system” is introduced on an employee's first days where new staff are partnered with someone on their department who is not their line manager, who will introduce them to their new home and colleagues, beyond the initial HR tour. Inferno will also pay for the buddy to host a team lunch outside the agency. Departments also have regular ‘away days' to discuss new practices and strategy, this is held at a nice and inspiring venue (such as an art gallery meeting room) and include breakfast/lunch and down-time drinks when the day is through.

Managers are given simple to use performance setting template and guidelines to take their teams through. Each of the leadership team go through the business objectives at the start of the year to enable them to intergrate them into their planning for the year. Managers attend regular leadership away days to understand where the business is going and what is needed to get there. Each business area and region have their own deciaded HR teams that work with them through out the year to plan. Some departments have quartlerly people surveys to sense check where they are in terms of plans. With the help of the HR team managers are given guidelines and help to conduct team plans, including succession planning. The exec have set out their stall in terms of what they expect from their management team and have worked together to bring it to life.

Wellbeing in Homebase is part of their core beliefs system, they place high value on the work the wellbeing team do to ensure the golden thread of wellbeing continues through the business. Their dedicated wellbeing and support leadership group, focus on developing new and existing programmes to engage their colleagues, including free flu injections in the contact centre this winter. They also have working parties for charitable giving, volunteering and talent and skills in the community, as Homebase have recognised that involvement in activities across these three other areas has a significant impact on the wider wellbeing of colleagues, in addition to the practical financial and physical package of benefits they provide. Their approach therefore is to promote and communicate opportunities for colleagues to get involved in one or more of these areas. This kind of involvement helps colleagues develop personally, gives them a feeling of pride about working for Homebase. It also improves team morale and generally helps to create a better sense of wellbeing in the workplace and in their personal lives. The biggest goal is to recruit 30,000 Dementia Friends from across the business who will benefit from an awareness raising session to develop a better understanding of people with dementia, as part of their partnership with the Alzheimer's Society. Homebase know many of their colleagues have family members with Dementia and want as many of their colleagues to be able to support each other, but it will also be a valuable and transferable skill for their families futures.