What are companies doing with regards to 'Wellbeing'

What affect will focus on the 'Wellbeing' factor have?

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.

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AAT

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Recently AAT offered and delivered resilience coaching sessions to its staff, as well as holding a ‘wellbeing month’ with different sessions each day. The association has also introduced Wellbeing Champions throughout the business, provided access to wellbeing apps, and established an Employee Assistance Programme (EAP).
AAT is committed to improving social mobility within accountancy – ensuring dedicated individuals can succeed in the sector regardless of their personal circumstances. So to celebrate its 40th birthday, the association launched a scheme offering bursaries to 10 financially disadvantaged students keen to study towards an AAT qualification.
Following on from successfully publishing its gender pay data, AAT is now publishing its ethnicity pay data for the first time. This data will give the organisation a benchmark and a goal to work towards in future years to address its ethnicity pay gap. It has also signed up to the Race at Work Charter.
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Abri

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Abri encourages colleagues to work flexibly within its Agile Working Framework to make time for their wellbeing and personal events. The company also introduced an extra question to its monthly 'Great Conversation' form to ensure managers and colleagues are discussing workloads - and the impact of them - on a regular basis.
Abri encourages colleagues to shape their future in housing through the learning and development programmes it has on offer. The company recently launched 'Housing Professional of the Future', which is a framework for colleagues to build their careers and development pathways, as well as an abundance of training materials available on its learning platform, LEAP.
Doing its bit for the environment, Abri has hosted a number of sustainability focus groups with customers to understand their needs. Its community investment team has been engaging customers and communities in sustainable activities such as setting up community gardens and gardening clubs, enabling customers to grow fruit and vegetables and enjoy wildlife zones.
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Acora

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A pulse survey is sent to staff twice a week, asking them how they are, to gain an understanding of what is going well in the business and what isn't. The responses are addressed by chief executive David Rabson in his live monthly broadcasts, so staff can receive live feedback on their concerns.
A "continuous conversations" initiative promotes regular one-to-ones and ensures managers are having regular meetings with team members. The conversations are not just about work, but also about wellbeing and career development, to make sure staff needs are being fulfilled.
The learning and development team has been conducting webinars and running leadership development workshops, to equip Acora's leaders to have better quality conversations with their teams and keep them informed of business objectives.
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Albert Goodman

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Supporting employee wellbeing, the firm appointed a number of colleagues to train as mental health first aiders, as well as providing an Employee Assistance Programme (EAP) to all staff. Albert Goodman continues to support hybrid working, but encourage face to face interactions with colleagues where possible, such as lunchtime walking clubs.
Every new starter receives a half day Albert Goodman induction, to get an overall picture of the firm’s culture and values, followed by ongoing training with their team. They are also assigned a buddy who is responsible for supporting them and helping them integrate with other colleagues, as well as taking them for lunch.
Every six months the firm completes a pay and promotions review, with around 20 people promoted each time. Some 90% of the firm’s partners have advanced through this scheme. All members of staff have access to CPD webinar training covering both technical and soft skills, and every year a training needs analysis is undertaken.
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Anderson Anderson & Brown

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The AAB CommonHealth Games gives staff the chance to connect with team mates, while competing against other teams for prizes. From walking, cycling, gardening, meditating and baking, to arts and crafts, there is something for everyone. The event encourages staff to become involved in activities that boost their wellbeing.
AAB believes in celebrating success and a special breakfast is laid on for those who have gained qualifications. Staff are also given a shopping voucher on their birthday. When Covid meant the cancellation of the annual Christmas party in 2020, the leadership team delivered gifts to every team member's home.
A two-day training programme is available for those looking to develop their role and their management skills. This year more than 50 staff have signed up to attend. The courses cover a range of skills, including building effective relationships, delegation and managing in the changing environment of remote working.
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Association for Project Management

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Regular mindfulness sessions offer valuable techniques on how to cope during challenging times. A mental health/wellbeing policy has been written and provides information on all aspects of mental wellbeing, including how and where to get support or find resources.
Staff asked for more visibility about the leadership team's activities. Now, regular focus sessions with leaders are being conducted, during which information is shared and questions answered. They are proving popular.
The association's Making Room to Grow days, which run twice a year, are popular with staff and provide an opportunity for everyone to come together and learn through interactive team-building activities. Another popular initiative is the Knowledge Share Calendar which offers access to a range of topics through interactive hour-long sessions.
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Audit Scotland

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Giving something back is at the heart of Audit Scotland. The company continues to support its chosen charity partner, MND Scotland, through a payroll donation scheme and fundraisers such as raffles organised by the organisations charity team. There's also an internal volunteer pool providing all staff the opportunity to give back to the community.
Learning and development blends technical audit, behavioural skills and specialist skills training with professional qualifications. Mentoring, alongside lunchtime-learning with guest speakers and TED talks, also plays a critical role in supporting everyday learning and career progression. Junior team members are encouraged to take the lead chairing meetings and facilitating discussions.
Wellbeing is always given priority in Audit Scotland. Each week the management team reminds colleagues of their wellbeing and how important it is to maintain. This includes moving deadlines to maintain wellbeing, as well as providing the variety of sources for support through the organisation's occupational health provider.
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Barbon Insurance Group

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There is a non-hierarchical approach in the organisation which allows everyone to be heard and recognised. All managers and the senior team are visible and accessible. Offices are used only for meetings, and managers, including senior ones, sit among their teams.
The We Care programme offers 24-hour access to a private GP for employees and close family and household members, a second medical opinion, smoking-cessation sessions, mental health support, including up to 10 counselling appointments, life-events counselling and burnout prevention.
Whilst the pandemic meant fund-raising through challenges and events for the chosen charity, St Barnabas Hospice in Lincoln, was suspended until 2022, the group made monthly donations of hundreds of essential items to food banks at each of its locations throughout 2021, which is continuing this year.
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BDB Pitmans

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A health and wellbeing fortnight each January aims to increase staff understanding of aspects of health and wellbeing, as well as identify what they can do to boost their own health. Events over the two weeks include training on mindfulness, exercise, sleep and nutrition. A Mental Health Awareness week also takes place in May.
Five business impact groups operate within the firm. Their mission is to raise awareness of particular issues. They are Shine, the firm's multicultural network, Best Self, its LGBTQ+ group, Breaking Even, which focuses on gender equity, Mind and Body, centred on mental health and disability and Balance, for working parents and carers.
Two new programmes are being launched this year: Building Better Managers and Building Better Leaders. The management training will provide participants with the skills to motivate and energise their teams. The leadership scheme is open to those who already have experience and will develop their abilities to inspire people to perform better.
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BigChange

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An online communication channel is used to share company information and engage staff in a new way. At regular company huddles, news is shared and success celebrated. Staff also share successes through the Green Flag scheme, which improves interaction and communication. Meanwhile, a BigChange Book Club brings avid readers together.
The business plans to launch a BigChange Talent Academy to attract staff by offering outstanding development and progression opportunities. It will provide learning for new starters, those who are developing their careers, and new managers and aspiring leaders. There will be a mixture of internal and external trainers.
Once a quarter, the business has a BigRecharge day where all staff take a paid day off to focus on whatever energises them. It also encourages staff to have a wellbeing objective that they work towards throughout the year, whether that be work-life balance, reading or starting a meditation class.
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