My Team

Consultancy

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Orbis

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.

The company uses offices run by property firm, WeWork, which means it adopts their meat-free menu, which encourages lower meat consumption. The coffee is always Fairtrade, the lighting in buildings is automatic, and single-use plastics are banned.

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Business Services

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Q5 Partners LLP

To minimise the toll the pandemic was taking on staff, they were given an extra three days' leave at Christmas. Q5 has also increasingly allowed staff to take unpaid leave and sabbaticals, plus the chance to buy an extra week off.

A critical illness policy pays 80% of a Q5-er's base salary if they are not be able to work. The policy comes with other benefits such as sessions with a therapist or physiotherapist. The company also offers a top-of-the-range private medical insurance scheme.

During lockdown Hannah’s bootcamp took place via Zoom as a way of connecting people around a physical activity. The consultancy also staged an “Olympics” between the consultant and senior consultant communities and many team members took part.

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Housing Associations

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Golden Lane Housing

Recognised as a Mental Health Confident Employer by the Workplace Mental Health Charter CIC, colleagues are given access to the Mental Health Hub app featuring mindfulness sessions, CBT, Audio meditation, and emergency contact numbers. Mental Health Mondays were also introduced, led by Mental Health First Aiders who communicate educational and supportive information.

Through the use of Staff Circle colleagues can share anything the wish through “the kitchen” section, in place of chats over coffee in the office, where colleagues can discuss topics outside of work. The Staff Circle also has “The Source”, allowing the Board and Leaders to provide business updates to all colleagues.

GLH's development programme is given to all colleagues, featuring monthly mandatory training on topics such as GDPR, dispute resolution, and managing stress, to be completed in their weekly development time slot. Every 6 weeks check-ins are held with colleagues and their line managers, covering their development needs and any specialist training that may be required.

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Law

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Clarion

A programme of activities focuses on what employees say they want. Some of the most successful have included an annual company-wide team step challenge to get people moving and interactive sessions on topics such as menopause, personal safety, sleep, financial wellbeing and the effect of digital technology on mental health.

At last year's Clarion conference, staff were given two activities that focused on collaboration. They could perform a sketch, a song or some poetry, for example, to show how collaboration works at the firm. It demonstrated what was successful and where improvements could be made.

BeingCharitable, the firm's charity committee runs events, from virtual balloon races, wear red for the day, raffles and sweep stakes. Clarion has been corporate sponsor of the Jane Tomlinson 10k, in Leeds, for more than a decade. A team from the firm takes part.

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Technology

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Breathe

A flexible working scheme, Breathe-flex, allows people to manage work and personal demands better. It has a positive impact on people being able to work in ways that suit them and it helps to reduce stress.

Breathe funds team-building and social events. Teams can decide what they want to do, ensuring that it is inclusive for all. Activities last year included pottery-painting, bowling, wreath-making and clay-pigeon shooting.

New initiatives at Breathe include a challenge-yourself scheme that supports people in doing something that stretches their comfort zone. A day per month has been allowed for personal development and no-meeting Fridays are a wellbeing initiative to help people manage work pressures and create some headspace time.

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Telecom

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Focus Group

The groups intranet platform provides a wellbeing centre containing advice, information, and videos around mindfulness, diet, finance, exercise, and is available for employees to access at all times. It also provides an Employee Assistance Programme (EAP) which offers a 24/7 counselling service for any of our employees or their direct family that may be struggling.

A learning hub is available to all staff, enabling them to focus on their development. The hub provides onboarding information, details of talent management, details of our learning lunches designed to project positivity and promote life skills, and a training calendar where employees can book themselves onto training workshops such as effective communication and presentation.

Each year colleagues are invited nominate their peers for a wide range of awards, that are presented at an annual awards ceremony. This not only encourages employees to recognise the hard work and efforts of their employees, but also provides a good social setting for employees across the business to interact.

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Charity's

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The Charity for Civil Servants

The Charity runs social hubs for staff to share their interests and hobbies while building relationships and supporting each other. For those who love singing, there is a staff choir.

Everyone is encouraged to speak to Graham Hooper, the chief executive, and offer ideas, ask questions or raise any issues. He has introduced all-staff away days, which now take place online, and invite staff to have a say in how the organisation develops.

The Charity partners with others, from Anxiety UK and Dementia UK to Relate, to support those in the civil service community. Many staff support charities on a personal level. One took part in the Roy Castle Lung Cancer Foundation’s Strictly Ballroom event to raise funds with the backing of his colleagues.

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Retail

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Sofology

Senior leaders often engage with others on the workplace platform by adding comments on posts from others, commending them and encouraging staff. Feedback is welcomed and leaders openly promote the Sofologist Say forum, which enables people to submit ideas, suggestions or ask questions for response from leaders and stakeholders.

Charities supported by Sofology include Papyrus, which works to prevent young suicide, Cancer Awareness for Teens and Twenties and Grace House, which provides a home for children with disabilities. In partnership with the Woodland Trust, the company also planted a tree for every order it received last year and more than 115,000 were planted.

The company runs immersive campaigns across the workplace platform, providing information and signposting on a range of themes. It encourages staff across all business areas to interact and share stories with each other. A great example of this was Sofology's Pride campaign.

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Simitive

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.

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Gateway Housing Association

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.

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Team Cohesion = Performance

Orbis

Q5 Partners LLP

Golden Lane Housing

Clarion

Breathe

Focus Group

The Charity for Civil Servants

Sofology

Simitive

Gateway Housing Association

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