State of Engagement 2026 Report |
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Everyone gets two volunteering days a year, working together as a team or individually, for a local cause close to their hearts. And there's always something to do socially, whether its staff netball sessions to build social connections or lunchtime celebrations for sporting events or festivals such as Eid.
Regular learning sessions and opportunities to share successes, including a post-probation period celebration event, connect new recruits with their fellow new starters. There's also a new employee onboarding hub and a checklist managers can customise to ensure they have the right information and can meet the right people to set them up for success.
Mentoring schemes are big at England Netball. Employees can develop their leadership skills as mentors or mentees for underrepresented groups across the sporting sector. And a second scheme pairs mentors with mentees to support specific development goals to help them take the next step in their careers.
The organisation provides many opportunities for teams to come tother in both a working environment and a more social setting. Team calls and online company activities provide the opportunity for teams to align on goals, and charity events and team lunch’s provide the chance for team building and the strengthening of employee relationships.
The Leadership Team are transparent in their messaging and regularly communicate the company's performance, challenges, and good news stories, ensuring that everyone is well informed about what's happening. Employees who consistently embody the company values are acknowledged and rewarded. This can include awards, bonuses, or a well done shout out at the Monthly Team Meeting.
Crimson has developed a CPD Pathway for its employees that helps to identify and develop the skills and competencies that are required for their current role, or one that they are aspiring to move into. Some of the training resources that are available to employees include podcasts, articles, and online courses.
The company ensures its staff have the training to offer its clients the right advice and solutions, providing empathy and understanding. It employs specialist staff to deal with each stage of the customer journey. And employees undertake vulnerable customer training and training that ensures they embody the company's core values.
The company has an interactive Managing People training course, with group exercises and tests to check learning. It covers areas such as recruitment and selection, performance management, employment law and conducting one-to-ones. The Wellness at Work programme also supports managers in areas such a stress management and handling difficult discussions.
From Kiltwalks to bake sales, staff can always get involved in activities to benefit local and national causes. The company has also supported Motherwell's mental health programme and helped Celtic and Rangers support vulnerable fans. Employees have the option of payroll giving, and the company matches any funds raised for its chosen charity.
With medical and dental insurance, a healthcare cash plan, 24/7 access to a GP, sports clubs and fitness classes, staff are supported to stay well. They can also access a digital health support app to track their health, get personalised insights and recommendations and engage with others facing challenges like menopause, cancer or fertility issues.
Employees are recognised for the unique skills they bring. The firm focuses on helping them develop in areas they're good at and offering roles that play to their strengths and unlock their potential. Cooper Parry's L&D offer isn't just about sending people on courses but broader personal development, such as through board breaking and firewalking.
Being B Corp Certified cements the firm's commitment to the environment and society. It promises to volunteer 365 days a year, including a 'Community Day' where all offices close. Staff can help wherever they like or through the 'On Hand' partnership supporting local schools, hospices, homeless shelters, food banks, and the elderly.
Managers at Vaculug are supported in their development through various avenues, including: Training and Development Programs, Coaching and Mentoring, Leadership Development Programs, Performance Feedback and Reviews, Workshops and Seminars, Employee Assistance Programs, Networking and Communities of Practice, and Work-Life Balance Initiatives.
The organisation encourages employee growth through a number of initiatives, including: Individual Development Plans, Mentorship Programs, Internal Training and Workshops, Tuition Reimbursement and Learning Stipends, Job Rotation and Cross-Functional Projects, Internal Promotions and Succession Planning, Feedback and Performance Reviews.
Vaculug believes in fostering a culture of appreciation and recognising employees for their efforts. To create a unique and effective rewards programme, it has implemented the "Appreciation Adventure Program." This program goes beyond traditional rewards to provide employees with memorable experiences and opportunities to pursue their passions.
The company understands that quality time is crucial to overall employee wellbeing, and ensures that all staff have their birthday off every year. It shows gratitude to one star performer weekly by awarding them an all-expenses paid break at a luxury barn in the Lake District, including paid leave and £100 spending money.
To ensure that the company informs its colleagues, improvements, developments, and successes both big and small are communicated. It has an open-door policy and adopts a non-hierarchal approach to feedback. Is leadership team alternates weekly ‘Tea Trolley’ duties, providing opportunities to share ideas/feedback whilst delivering yummy treats.
It is keen to help employees develop and grow, and achieve their own professional and personal goals. Due to the nature of the service it provides, it relies on its colleagues’ strength and passion. When Health Assured was formed, demand for workplace wellbeing solutions was a shadow of what it would become.
During induction with Burger & Lobster, new starters across different restaurants collaborate and work together as part of their onboarding. The organisation has designated training locations which may be different from the employee's working location, which in turn provides an opportunity for employees from different sites to interact and engage with each other.
Burger & Lobster has made strides to communicate the vision, purpose mission and strategy across the business. This has been implemented at all stages of the employee lifecycle beginning at onboarding with the company handbook, Cracking the Code. All employees also attend the company induction which covers all things Burger & Lobster in detail.
The organisation promotes the development and growth of its employees. 100% of its Head Chefs, 70% of its GMs and 50% of its Assistant Managers are internally promoted. It has in place a talent review programme where all employees have one-to-one meetings with their line managers to discuss their professional development goals.
Company Directors and the Senior Management Team provide an open and honest approach by regularly visiting different locations so that all the team can benefit from consistent communication and support. All team members are kept up to date on news and achievements through the company intranet and monthly team newsletter.
The organisation is committed to promoting from within, ensuring that team members feel supported and understand the development opportunities available to them. Team members are encouraged to make training requests on a regular basis, and to support external training that will allow them to develop in their existing role or future.
Verdant Leisure encourages supportive peer management, and for all managers to talk to each other and communicate across teams. Verdant Leisure managers have an open door policy and their culture encourages managers to talk directly with the Directors if they have any concerns. The organisation continues to train Mental Health First Aiders across every location.
There is a dedicated team that focuses on mental health and overall wellbeing for all team members. The agency also offer all managers Mental Health for Managers training. This course includes modules that cover the fundamentals of mental health, diminishing stigma, and cultivating a sense of assurance when engaging in conversations with their teams.
The agency's underlying value is People First. By practising open communication, inclusivity, and providing channels for feedback and employee representation, it creates a supportive and engaging work environment. To encourage open dialogue, the organisation established an Ask the Board channel. This platform allows all employees to directly ask questions or provide feedback to board members.
Rocketmill has launched its Academy; a structured 3-month training programme across its 2 largest departments. Each attendee has a mentor and works through the same syllabus with the aim to complete a final test and be awarded a permanent contract. This programme has allowed the agency to nurture and grow talent.
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