What are companies doing with regards to 'Wellbeing'

The organisation encourages its employees to regularly work in groups on how to bring its values to life. As an office based organisation, employees can communicate often and easily. The company further encourages regular team meeting, with engagement teams providing feedback to other teams.

Mademoiselle Desserts offers employees the opportunity to participate in both internal and external training that covers a variety of leadership and management subjects.

Intercity has a calendar of social events, including an annual pub quiz event, and the Intercity Festival which has live music, games, a BBQ, and drinks which brings colleagues together and strengthens relationships. Teams also have a budget for socials which have previously included clay pigeon shooting, bowling, indoor curling, mini-golf, and baseball.

Intercity offers an employee bonus paid as a percentage of colleagues’ salary and is linked to the organisation’s annual performance. It includes non-financial metrics, such as Net Promoter Score, to encourage and reward positive performance that drives attraction and retention of customers, which is integral for the business to succeed.

Inspired Villages' leadership is demonstrated through its ambitious growth plans and commitment to employee engagement and wellbeing. The senior management team's dedication to providing first-class services and fostering a sense of community inspires trust and respect amongst colleagues.

Employees at Inspired Villages are given three days off each year to volunteer, demonstrating the company’s commitment to giving back to society. This, alongside the organisation’s aim to achieve Net Zero Carbon emissions by 2030, shows a genuine effort to contribute positively to society.

Inside North carry out local meetings in person, and enjoying social occasions with each other such as Lunch and Learn sessions (recent ones include Pride and Chinese painting), quizzes, and fuddles. Different cultural and religious events are also celebrated throughout its offices, some of which can be seen on its @lifeatinspirenorth Instagram account.

To encourage and acknowledge peer recognition, colleagues can submit a WOW nomination for another colleague they believe has gone over and above their role 'celebrating good and championing outstanding' within the company values. Two nominations are drawn randomly each month with the winners receiving a monetary voucher.

High Speed Training champions team spirit and a sense of belonging, showcased through the creation of the #fourwalls internal communication channel, bridging connections within the remote-working team.

The company nurtures personal growth, challenging its employees to utilise their skills and presenting opportunities for advancement, evident in their continuous recruitment drive for innovative talent.

Sciensus’ Senior Leadership Team embodies the organisation's values, demonstrating commitment daily. This commitment is assessed during performance reviews, ensuring alignment with the company's ethos.

To support employees during financial hardship, Sciensus launched a Salary Finance scheme and a Benevolent Fund, highlighting its commitment to fair treatment and comparable pay and benefits.

Hawksmoor’s commitment to sustainability and environmental initiatives showcases their dedication to giving back to society. Their efforts, such as becoming a carbon-neutral restaurant group and reducing waste, demonstrate that their motives extend beyond profit.

At Hawksmoor, managers play a crucial role in maintaining a positive work culture. Through specific training programmes, managers learn how to effectively communicate, offer support and care for their team members, ensuring each member feels valued and trusted.

The organisation supports colleagues personal growth whether their choice is to develop in role, progress into other roles in the team, or change ‘career’ within Hastings. It does this by offering employees the opportunity to enrol in professional programmes, apprenticeships, graduate schemes, and internal and external mentoring to on-the-job?training

Hastings Direct has different levels of leadership development, including Operational Leadership Excellence (OLE) – a 12–18-month leadership programme that is focused on building skills, knowledge and confidence to better coach customer facing teams. It also offers Leading 4 Growth – a module-based programme aimed at senior leaders and keeping the group aligned to company strategy.

Gloucester City Homes fosters personal growth through a comprehensive induction programme and tailored training offerings, including apprenticeships, degrees, and Chartered Institute of Housing qualifications. These initiatives enable employees to utilise their skills and advance their careers within the organisation.

Gloucester City Homes provides a fair deal to its employees through its defined contribution pension scheme with a generous 10% employer contribution, and a FinanciallyWell Loan Scheme for short-term financial needs.

At First Response Finance, each position level receives the same bonus and salary figure. The organisation has also previously increased salaries by moving a portion of bonus into salary. This has the added benefit of increased pension contributions and increased monthly disposable income to support employees with the increase in the cost of living.

The organisation supports employee growth through a number of initiatives. Its Future Leader Program prepares aspiring leaders through mentorship and practical skills training. Furthermore, new employees receive an immersive induction to the business, learning about its journey, values, and operations.