What are companies doing with regards to 'Wellbeing'

KNAPP's apprenticeship programme in engineering and other functions offers excellent advancement opportunities. The international nature of the group also provides global opportunities for career development.

The Leadership Team demonstrates its care and support for employees through regular site visits, 'time to talk' sessions and by promoting open communication through the Employee Forum.

The organisation addresses pay reviews on a person by person basis, taking into consideration their contributions and efforts, once per year. It also offers a discretionary bonus scheme linked to performance in order to reward employees, which it does twice a year.

Napthens has rolled out its skills curriculum which allows employees to develop their softer skills throughout the year. The organisation’s leadership academy launched for its second year and it has seen the introduction of early career training groups and peer to peer groups.

IP Integration Social club is run by volunteers across the business who plan multiple events throughout the year. They arrange frequent social events such as rounders, axe throwing, and shuffle boarding. It also hosts a family day every year with activities like BBQs, petting zoos, ice cream van’s, magic shows, bowling and adventure golf.

IP Integration's Performance Enablement process enables top performers to be recognised as 'Exceptional' people. During Company Kick-Off events, held at the beginning of its financial year, it present these exceptional individuals to the rest of the organisation and give them a £750 voucher for going above and beyond.

Waste Creative organises monthly cross department socials such as dinner, bowling, and exhibition visits. It has held gaming tournaments in the office, has a fantasy football league, as well as a Waste 5 a side football team. It also celebrates individuals’ personal achievements and has thrown a baby shower/pizza party for someone on the team.

Employees promoted into a line management role are taken through a Management Onboarding session with HR. This covers, expectations, responsibilities, guidance, advice, and resources to help them in their new role. Furthermore, the organisation provides external management training and workshops, and access to manager development resources such as Agency Hackers and The Optimism Library.

To support employee growth, the society provides access to an LMS containing multiple high-quality online learning courses, and career pathways. The organisation also offers apprenticeships and a leadership development programme.

All leaders participate in the society’s Leadership Excellence Programme accredited by The Institute of Leadership and Management (TILM) and endorsed by Skills for Care. The programme includes 24/7 access to the TILM My Leadership platform and a variety of learning initiatives to support continuous professional development. This includes workshops, blended learning and 121 coaching.

SMG cultivates team spirit and a sense of belonging through its dedicated Culture Team and Culture Reps. Regular group meetings and events foster camaraderie and fun, making employees feel part of a supportive community.

SMG provides opportunities for personal and professional growth through an individual training fund. The company's focus on helping employees be the best version of themselves supports personal development and job satisfaction.

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.

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.

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.