State of Engagement 2026 Report |
Download report
New starters get an induction session and ‘welcome box’ related to their new role, including a notepad, gloves, travel mug… and a sweet treat! They also get a buddy to support them while learning their new position. There are also plans for an ‘onboarding’ portal, bringing together helpful documents and FAQs.
The Group promotes internally whenever it can, supporting its people with training to gain the skills and confidence to go for the next level up. There are apprenticeship schemes and a graduate scheme giving individuals experience in the departments they want to work in. And the organisation will fund professional and degree-level qualifications.
Jigsaw Homes Group aims to be carbon neutral by 2050 through its ‘Be Zero’ sustainability plan. It has a sustainability coordinator who will deliver training to all employees during 2023 on how to be more environmentally responsible, such as through carbon literacy training, so they can channel this into their roles.
The agency's helping its employees through the cost-of-living crisis. There've been special salary increases for more than half of staff, and a senior manager-donated 'Energy Fund' offering a one-off, interest-free emergency loan to help with bills. There's also been a 'Talk Money' week with advice sessions, and staff have access to a free-of-charge financial advisor.
ITGers have "focus, spark and drive", and they're supported to realise their potential and hone their skills. Development opportunities include apprenticeships, management training and ITG's in-house digital and creative academies. The agency's Circuit programme rotates students around the business over 12 months to help them find their passion. Most go on to secure permanent roles.
The Enterprise scheme helps developing companies – often championing good causes – grow by volunteering expertise, helping them build a website, mentoring or leading workshops. The agency also chooses an annual charity to support with time, resources and cash. And its community team keeps its ear to the ground for local causes in need.
The agency goes big on Mental Health Awareness Week with yoga, resilience and gratitude sessions and British Sign Language workshops. And everyone got an experiences voucher "to do something awesome." DesignStudio has also worked closely with Mental Health UK to offer regular training on topics such as imposter syndrome and supportive conversations.
Monthly gatherings bring the team together in new ways, from a sound bath and meditation in the office to Zoom-hosted pottery workshops and a fancy dress tribute to David Bowie. There are also competitions, such as for the 'most steps', with the victor rewarded with a National Trust membership.
There's a generous yearly training budget split amongst teams ensuring everyone can benefit. There is also a growing mentoring culture, with 10 employees joining the Creative Mentor Network to learn how to be inclusive industry leaders to support those from disadvantaged backgrounds in getting a foothold in the creative industries.
The foundation makes sure that its values, which include "striving for excellence", "inclusive" and "trustworthy", are visible to all staff and it sets out to articulate a clear vision. Staff away-days and meetings are used to convey that vision and inform employees on how the charity is performing.
There is a learning-management system containing training resources to support staff development. Learning hours, which offer bite-sized training sessions, are delivered by internal and external trainers. A dedicated group discusses how learning can be promoted within the organisation and it was responsible for creating learning champions. The foundation also has a leadership development programme.
Benefits include 30 days' annual holiday, plus compassionate leave, generous maternity and paternity leave and sick pay, as well as time off for moving home or study. It offers a life assurance scheme, season ticket loans and a cycle-to-work scheme. Staff are also given three paid days off a year for voluntary work.
Cobalt wants everybody to achieve by setting realistic goals and targets. Its bonus scheme offers high financial rewards to all levels, including more junior ones. And there's a range of recognition awards with sought-after prizes, from a trip to NYC for Manager of the Year and a 'Dream Team Lunch' afternoon out for top performers.
A new People & Development Manager ensures employees know of all the opportunities available to them, from support to develop new business opportunities to taking the next step into management. There's also a mentoring programme pairing employees with a more senior colleague in another team to help build broader relationships.
Cobalt works with the Future Frontiers education charity. Its programme matches volunteers from the company with students from disadvantaged areas who may not traditionally have the same career opportunities. The project shows staff how to take the students on a four-week course to help them explore their options and broaden their horizons.
AppLearn always ensures the team has something to look forward to, from free on-site yoga and HIIT sessions to breakfast and healthy snacks. There's also a lunchtime walking club, regular competitions like monthly step count challenges, and a Tuesday night football team.
A dedicated talent acquisition partner has helped re-focus the hiring process. This has included a better understanding of unconscious bias, communicating with candidates in a structured way to reduce stress and anxiety and launching schemes and internships to boost workplace diversity, including women in tech roles.
Each department has a training budget for staff to build skills, attend courses and achieve qualifications. For employees keen to gain experience and skills in certain areas, there's the opportunity to get involved with wider business projects. For instance, staff wanting to build confidence in public speaking can present to the company.
There are plenty of opportunities for employees to top up their cash pot. Those rated ‘outstanding’ at their end of year reviews can ‘Grab a Grand.’ There are also long-service rewards and monetary prizes, including for 'etHERO of the month', suggesting ideas implemented by the business and during games and team events.
From day one, all employees are encouraged to reach their potential. There is flexibility to support them to develop in whatever area they choose, and job rotation is encouraged to boost skills and support succession planning. A new role has been created, focusing specifically on employee learning and development.
On passing probation, staff receive health benefits which include an Employee Assistance Programme and private health cover, with a cash-back option and the chance to add their families for a small additional cost. And working hours have been cut by one and a quarter hours a week with no change to salaries.
Employee support takes many forms. It includes training so they feel more confident handling demanding customers or challenging safeguarding or domestic abuse situations. There are also more informal opportunities, such as virtual 'open space' sessions where managers can share their experiences and knowledge, and the Wednesday Wellbeing Walk. Counselling services are also available.
All staff, from Board to team members, are encouraged to develop their emotional intelligence. A colour-based psychometric tool helps them better understand their style, strengths and the value they bring. It also supports managers in building high-performing teams. And employee development is continually reviewed through one-to-ones and appraisals.
The Trust provides two community hub buildings for groups to use free of charge for holiday and social activities, youth clubs, food banks and warm hubs. Through its social value project, it's also supported the set-up of a community laundry and an outdoor learning space and has helped deliver anti-social behaviour impact awareness sessions.
Staff collaborate at TLC Open Forum, an all-agency meeting to brainstorm ideas and initiatives to make the marketing agency a better place to work. A sports club on the Strava app brings people to share and take part. Both encourage cross-business teamwork.
In the summer, staff volunteers took 60 families with seriously ill children who are supported by the Rainbow Trust for a day out to Whipsnade zoo. The event gave families the chance to spend time together and allowed carers to have a break, because TLC Worldwide staff did all the leg-work.
The TLC People Academy programme offers skills training to each part of the business. The courses are designed as bite-size sessions of 45 minutes, followed up by a quiz. Those who pass qualify for a badge and once they've gained a certain number, they receive a TLC Worldwide reward.
You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.
Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.
Complete the form and take the first step toward a stronger, more engaged organisation.