Wellbeing - How employees feel about stress, pressure at work and life balance
The Wellbeing factor is closely linked with Fair Deal. If the scores for Fair Deal are low, the first place we’d recommend you look is Wellbeing.
If Wellbeing is also low, it may be that employees are being worked too hard and feel they are not being fairly remunerated for it.
Curo has a menopause support group called ‘The Menopause Café’. Staff meet monthly over coffee to share experiences and provide feedback to the organisation on things that it could do to improve menopause-related accommodations. Curo also provides online resources and aims to get in experts to provide guidance on how to manage symptoms.
The organisation has adopted a spot salary model; it pays for the size of the role, not the person in it. Each role profile is evaluated by a panel and then external market data of average salaries is applied based on geographical location and sector-specific comparisons.
Curo’s managers are trained through its SHINE leadership programme to engage their managers in key ways to become future leaders within the business. This programme includes interactive sessions from keynote speakers, a series of masterclasses, peer support through action learning sets, seminars providing space for self-reflection, and action planning.
There's a growing group of Wellbeing and Environment Champions with reps from each team. They write and share content to support mental and physical wellness and to promote diversity and the environment. There're also regular events, seminars and programmes to promote wellness, including lunch and learns on topics like menopause, prostate cancer and autism.
Good communication and the opportunity to feedback are core to company culture. There are regular one-to-ones, and all teams get together in person at least once a week. 'Pulse Check' surveys occur throughout the year alongside staff surveys and exit interviews. Feedback has led to improvements in things like career planning and office space.
ramsac supports its local secondary school by giving careers advice and running a mock interview day for 150 students. And, using its team's volunteer days, it's renovated the library of a special needs school. It also has a corporate charity, Disability Challengers, which it supports through events, donations and running its business club.
Individual wellbeing is the first agenda item at every one-to-one meeting between manager and employee. The organisation subscribes to an external and confidential employee assistance programme for every colleague and member of their household, as a free benefit, to help deal with any issues that they have in their work and personal lives.
Autosmart International consider feedback to be a gift to drive improvement. The Senior Management Team always want to know, “What can I do even better?”, and they actively seek feedback from all employees. All staff also complete “The Deal Between Us” training based on the culture and values of the organisation.
The HR and Management Teams operate an open door policy, encouraging employees to feel comfortable speaking with them about any issues. The HR Manager also reports on ‘hot spots’ generated by company data, engaging with managers to ensure that all employees are provided with the opportunity to love working for, and grow within, the organisation.
