Wellbeing

Creaseys

The Creaseys' team chose the Good Neighbour Project as its charity partner. The project supports vulnerable and isolated people in its community. As part of this, the firm organised an afternoon tea for the charity's clients and their befrienders, and donated money it would have spent on a Christmas tree to the charity.

Maintaining a healthy work/life balance is of paramount importance to Creaseys. The firm insist that every team member has a wellbeing objective to ensure a work/life balance that’s right for them, and the wellbeing team have organised various activities for the team, from breakfast treats to yoga classes and a bring-your-dog-to-work day.

Best practice and the best approach to team development is discussed in bi-weekly team leader meetings facilitated by the People Department. Managers can ask for specific support from their peers on how to tackle specific issues within their own groups as well as attend training workshops specific topics.

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Accountancy

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Cook Recruitment Group

Staff are experiencing less stress at work and greater job satisfaction thanks to various fatigue-busting initiatives. These include journals for more effective planning, duvet days and more regular breaks away from the desk. Employees can use the on-site gym or enjoy discounted rates at local fitness centres.

Initiatives are bringing staff together across the divisions, promoting team cohesion, interaction and a sharing of interests. The Employee of The Month scheme now sees staff voting for the winners. And a newly-built patio has encouraged staff to chat, socialise and build stronger working relationships.

All staff can take advantage of training and mentoring schemes. The company's trainee academy focuses on giving employment and development opportunities to people new to the recruitment industry. It wants to establish home-grown talent grounded in the agency's values that can then go on to coach others.

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Recruitment

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Circus Street

Circus Street’s leading mental health, fitness, and nutrition tools provide a holistic approach to the wellbeing of colleagues. Employees can visit an in-house nutritionist, attend workshops on sleep and diet, or join workout sessions including boxing and yoga. They also have access to private health insurance.

Keeping colleagues informed and energised is a priority. Coupled with a Circus Street newsletter, employees attend quarterly town hall gatherings, where the leadership team provides performance updates, as well as discussing exciting projects and team news.

Colleagues enjoy six days per year dedicated to their personal development, ensuring their skills keep ahead of the ever-changing digital curve. As part of this initiative, they benefit from access to external mentors, as well as having the opportunity to discuss career progression goals at focus groups.

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Education & Training

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Sustainable Energy First

The company's "balance time" policy is a flexible working model that allows staff to balance their hours over a month, rather than having core hours. It allows people to rest, take time out with family or to exercise, and regain balance in their lives. Hours worked overtime can be used to take time off.

During a learning and development survey this year, staff asked for training in the energy industry and technical knowledge. They also wanted help with personal skills, including confidence, assertiveness and emotional intelligence. The company responded by running its first group coaching programme with an external partner.

Free breakfast, refreshment supplies, bike storage and changing facilities, pizza Fridays, a recreation floor and staff library, make Sustainable Energy First an outstanding place to work, the company says. Staff respond by looking after clients and the community with the same care for their wellbeing.

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Consultancy

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Aspire

Locally-based employees get free membership to the leisure centre. Those further afield are offered a Zoom membership where they can take part in more than 30 fitness classes a week. Staff also get access to wellbeing awareness webinars on topics such as mental health and menopause.

All staff are in the running for colleague-nominated employee and team of the month awards. Individual winners get a voucher and the chance to go on to win employee of the year at the annual awards. These also include other accolades such as top fundraiser and volunteer of the year.

Employees are encouraged to discuss their development and training needs with their line manager at each annual performance review. These may include training to be a lifeguard, swimming teacher or gym instructor under the apprentice leisure assistant programme or executive development training for more senior staff.

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Charity's

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Willmott Dixon

Seventy-five per cent of employees are making lifestyle changes based on their results from a free annual workplace-based health check. Common themes that have emerged across the workforce have led to the company starting a monthly walking group and giving staff water bottles to encourage them to drink more.

As a thank you for hard work and loyalty, staff can access a £750 Personal Learning Fund after five years of service. They can spend it on learning a new skill, such as language and photography classes or other support. This could include fitness training or NCT classes to prepare them for a new baby.

The company’s Women’s Leadership programme, which includes mentoring and a course at Cambridge University, aims to create a pipeline of 150 female leaders in Willmott Dixon and its supply chain over the next 10 years. More than 30 women have benefitted so far, with more than half being promoted to senior leadership positions.

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Construction & Engineering

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Blue Arrow

Employees enjoyed a gifted day off during October to mark mental health awareness month, openly sharing what they did to boost their wellbeing. This included long walks, duvet days and family time. In addition, all staff get a mindfulness app subscription and access to a full manager complement of Mental Health First Aiders.

An online social platform is the heart of company communication. As well as updates, it allows colleagues to get business-wide recognition and connect with colleagues across the UK. And an Employee Voice Champion Group feeds back to the MD and HR director about what the business is doing well and where it could improve.

New starters get a ‘riding the rollercoaster’ advice guide to help them prepare for their first three months, offering insight on common emotions – high and low – that a new job can bring. It encourages them to embrace positive thinking, be organised, set goals and invest in their own career development.

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Recruitment

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TriConnex

Approaching learning and development comes in the form of the ‘70:20:10’ model. This sees employees get 70% of their learning from daily tasks or challenges, 20% from social interaction, and 10% from formal training. There’s also extensive apprenticeship, mentoring, and shadowing programmes on offer and staff are often supported into more senior positions through secondments.

To encourage the switch to more environmentally friendly vehicles, a new electric vehicle (EV) salary sacrifice scheme has been launched. Staff eligible for the scheme benefit from income tax and national insurance contribution savings, as well as reducing their carbon footprint. Employees can make use of the free EV charging points at TriConnex’ head office.

Wellbeing walks are just one of the initiatives on offer to give employees a boost. There’s also an Employee Assistance Programme (EAP) to support physical and mental wellbeing, as well as access to financial advice resources. All staff benefit from discounted gym membership, and there’s healthy eating promotions on offer at the firm’s subsidised canteen.

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Utilities

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Umega

In partnership with the Scottish Association for Mental Health, Umega has implemented five "ways to wellbeing" in Its working practices: "learn", "connect", "give", "be active" and "take notice". Workshops, clubs, external spaces for people to socialise and company meetings that are about getting to know one another provide the means to put them into practice.

Building on skills learnt over the past two years, Umega is using recorded communications to bring company policies, insights and analysis to life. Everyone is given access to them. The move has built trust and understanding because the spirit and tone of a message is communicated better than it would be in writing.

Staff are encouraged to gain the Association of Residential Lettings Agents Propertymark qualification. The company pays for exams, provides time off for study and pays for Propertymark membership once they are qualified. It also supports continuing professional development.

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Property

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Connect Childcare

Connect Software works with an external organisation to deliver wellbeing sessions to staff. They are popular and the topics covered are chosen by everyone to encourage buy-in. Wellbeing reminders and tips are sent out regularly to ensure employees are taking care of themselves, taking a break and having down time.

Quarterly senior leaders' meetings are a new concept at Connect and were launched to bring leaders together to bridge the gaps that have appeared as a result of a more flexible way of working. The three-hour meetings discuss the highs and lows of past quarter and pave the way for the next.

Training and development is promoted by the company and is discussed in quarterly assessments and regular one-to-one sessions with staff. Employees are encouraged to look at their skills and areas that need developing. As a result of the last company survey, Connect Software has created a nine- to 12-month leadership and management development programme.

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Technology

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Wellbeing Matters

Creaseys

Cook Recruitment Group

Circus Street

Sustainable Energy First

Aspire

Willmott Dixon

Blue Arrow

TriConnex

Umega

Connect Childcare

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