What are companies doing with regards to 'Wellbeing'

At CHAS, managers play a pivotal role in fostering a supportive work environment. They are trained in Managing Mental Health at Work, and the new performance appraisal process encourages open discussions about the behaviours framework, reinforcing the supportive culture.

The spirit of camaraderie at CHAS is palpable. Initiatives like the CHAS Team Days and the CHAS Together project foster team spirit, encourage networking, and build a sense of belonging within the team.

Alight Media fosters personal growth through a range of initiatives such as individual development plans, e-learning CPD certified training portal (Atlas, the Citation platform), and a shared experience programme, providing joint mentoring between senior and more junior members of the team.

Alight Media is committed to giving back to society. The company has donated advertising space worth £1.8m across its network to charitable and community initiatives. Furthermore, Alight Media works directly with schools, colleges and local youth clubs, and is part of the Government Enterprise Scheme, demonstrating its commitment to societal welfare.

The Society promotes personal growth by providing access to a comprehensive learning management system, offering externally provided courses, and running a Women’s Network. The Society also fosters career advancement through various secondment opportunities.

The Society fosters team spirit through company-wide events like the Annual Awards Evening and Family Fun Day. Collaborative working spaces and improved technology also enable greater connection and belonging among colleagues.

The firm supports personal growth through diverse learning solutions, including the award-winning Business Management and Strategic Leadership Academies. Its Talent Management Programme, 'Accelerate', encourages the development and implementation of ideas across the firm, fostering individual innovation.

Barnett Waddingham's Corporate Social Investment demonstrates its commitment to societal impact. The firm supports over 45 charitable groups, has a strong focus on social value impact donations, and its employees have collectively volunteered over 1000 hours. Its ethical approach extends to its Environmental Management System, underlining a commitment to sustainability.

Three Sixty demonstrates its commitment to fair treatment through initiatives such as the health cash plan and providing a cost of living increase on top of salaries, ensuring employees feel valued and fairly remunerated.

Three Sixty is dedicated to making a difference in the community, donating the majority of its profits to social causes. This commitment to social responsibility is not driven by profit motives but by a genuine desire to give back to society.

The company offers a range of internal development courses, including the Leadership & Management Academy and Ambition Academy, fostering personal and professional growth. DJH’s trainee salary review system rewards skills acquisition, promoting a sense of achievement and progress.

Managers at DJH have regular one-on-one Training Support & Development sessions with their team members, addressing any issues proactively and providing structured development plans. They also receive mental health first training to support their teams effectively.

Instarmac Group is committed to the development of its employees. Through initiatives like the 'Next Steps' career planning tool and a variety of learning opportunities, employees are encouraged to enhance their skills and pursue their career aspirations.

Instarmac Group ensures that all managers are equipped to provide a supportive environment for their teams. With the help of the 'Clear Review' system, managers can engage in meaningful, two-way conversations about performance, wellbeing, and career development.

The organisation works with Education Partnership North East to offer a range of fully funded distance learning courses. It also provides the opportunity to progress into leadership through its management training pathway, delivered by in-house specialists.

Tritility’s commission structure is uncapped and paid from the first £1 that an employee generates. The organisation also offers additional holiday allowances and salary increases for long service, and a range of office incentives and prizes for excellent performance.

Trinnovo Group offers clear Sales and Corporate Career Pathways, diversity training, and two formal management development programmes. These initiatives support the employees' skill utilisation and provide opportunities for advancement.

Trinnovo Group encourages open communication between employees and their managers. The ALP Assemble initiative, for instance, provides the second-tier leadership team with monthly access to the board to discuss innovative ideas or improvements.

This year, The Works upped its game with the second year of WorksFest. The celebration event, where colleagues came together to hear business updates, took part in summer fayre-themed activities, had a meal from the food truck and lemonade stand, and raised money for the organisation’s charity partners through a raffle and bake off competition.

The Works is passionate about providing impactful and engaging development opportunities for colleagues that will have a lasting impact on their continued development, personal growth, and wellbeing throughout their lives. It continues to develop content of its Learning Academy - the Can-Do Academy - which hosts hours of learning covering current role and extended learning.