State of Engagement 2026 Report |
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Palmers is a mindful business – signed up to a 'Mindful Business Charter.' It promotes staff wellbeing and considerate communications with clients and other contacts. Staff can attend a six-week mindfulness course and a nutrition and wellness seminar and are free to use a quiet room for meditations or "time outs".
The Entertainments Committee arranges events to help employees get to know each other socially, from the annual party, trips to London and the theatre to BBQs with games and challenges. There are also charity events, including marathons and themed days. And a team-building Palmers' football team competes with other local businesses.
Local people, local businesses, employees and their families are invited to Palmers' annual Christmas carol concert in aid of its charity of the year. The firm hires a choir and band and hosts a poetry competition for school children – the winners getting to recite them to the congregation.
The agency's helping its employees through the cost-of-living crisis. There've been special salary increases for more than half of staff, and a senior manager-donated 'Energy Fund' offering a one-off, interest-free emergency loan to help with bills. There's also been a 'Talk Money' week with advice sessions, and staff have access to a free-of-charge financial advisor.
ITGers have "focus, spark and drive", and they're supported to realise their potential and hone their skills. Development opportunities include apprenticeships, management training and ITG's in-house digital and creative academies. The agency's Circuit programme rotates students around the business over 12 months to help them find their passion. Most go on to secure permanent roles.
The Enterprise scheme helps developing companies – often championing good causes – grow by volunteering expertise, helping them build a website, mentoring or leading workshops. The agency also chooses an annual charity to support with time, resources and cash. And its community team keeps its ear to the ground for local causes in need.
The agency goes big on Mental Health Awareness Week with yoga, resilience and gratitude sessions and British Sign Language workshops. And everyone got an experiences voucher "to do something awesome." DesignStudio has also worked closely with Mental Health UK to offer regular training on topics such as imposter syndrome and supportive conversations.
Monthly gatherings bring the team together in new ways, from a sound bath and meditation in the office to Zoom-hosted pottery workshops and a fancy dress tribute to David Bowie. There are also competitions, such as for the 'most steps', with the victor rewarded with a National Trust membership.
There's a generous yearly training budget split amongst teams ensuring everyone can benefit. There is also a growing mentoring culture, with 10 employees joining the Creative Mentor Network to learn how to be inclusive industry leaders to support those from disadvantaged backgrounds in getting a foothold in the creative industries.
AppLearn always ensures the team has something to look forward to, from free on-site yoga and HIIT sessions to breakfast and healthy snacks. There's also a lunchtime walking club, regular competitions like monthly step count challenges, and a Tuesday night football team.
A dedicated talent acquisition partner has helped re-focus the hiring process. This has included a better understanding of unconscious bias, communicating with candidates in a structured way to reduce stress and anxiety and launching schemes and internships to boost workplace diversity, including women in tech roles.
Each department has a training budget for staff to build skills, attend courses and achieve qualifications. For employees keen to gain experience and skills in certain areas, there's the opportunity to get involved with wider business projects. For instance, staff wanting to build confidence in public speaking can present to the company.
Regular support sessions reflect real workplace concerns thanks to input from the employee voice Partnership Council, the organisation's four Inclusion Networks and the latest absence and turnover trends. Recent sessions have included a myth-buster on vaccines and infection control, and balancing work and family commitments.
There are development opportunities for every stage of leadership. These include courses for aspiring managers in partnership with University College Birmingham, front-line manager training and a 12-month Cranfield University training programme for senior leaders. Managers also benefit from ongoing support through coaching, mentoring and cross-functional management meetings.
Midland Heart is an early adopter of the Sustainability Reporting Standard for Social Housing to benefit its communities and the wider environment. It also looks to recycle wherever possible, whether that's the maintenance team separating waste before disposal or its development partners reusing old roof tiles when building new homes.
There are plenty of opportunities for employees to top up their cash pot. Those rated ‘outstanding’ at their end of year reviews can ‘Grab a Grand.’ There are also long-service rewards and monetary prizes, including for 'etHERO of the month', suggesting ideas implemented by the business and during games and team events.
From day one, all employees are encouraged to reach their potential. There is flexibility to support them to develop in whatever area they choose, and job rotation is encouraged to boost skills and support succession planning. A new role has been created, focusing specifically on employee learning and development.
On passing probation, staff receive health benefits which include an Employee Assistance Programme and private health cover, with a cash-back option and the chance to add their families for a small additional cost. And working hours have been cut by one and a quarter hours a week with no change to salaries.
Employee support takes many forms. It includes training so they feel more confident handling demanding customers or challenging safeguarding or domestic abuse situations. There are also more informal opportunities, such as virtual 'open space' sessions where managers can share their experiences and knowledge, and the Wednesday Wellbeing Walk. Counselling services are also available.
All staff, from Board to team members, are encouraged to develop their emotional intelligence. A colour-based psychometric tool helps them better understand their style, strengths and the value they bring. It also supports managers in building high-performing teams. And employee development is continually reviewed through one-to-ones and appraisals.
The Trust provides two community hub buildings for groups to use free of charge for holiday and social activities, youth clubs, food banks and warm hubs. Through its social value project, it's also supported the set-up of a community laundry and an outdoor learning space and has helped deliver anti-social behaviour impact awareness sessions.
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