The Group has created a mental wellness booklet specifically to meet and address the needs of its 'Purple People'. The flip book offers guidance and tips and gives access to support. Staff have received it positively, reporting that it's given them more confidence in interacting with colleagues who may be suffering from poor mental health.
The yearly staff conference creates a buzz. It includes the staff awards, where the highly-anticipated 'Purple Person' award is up for grabs. The nominations are staff-led, based on who they think has demonstrated the Group's values. It also includes workshops and learner case studies to highlight how employees are making a positive difference every day.
The Purple People Academy gives a structured and focused four-step approach to employee development. It starts with mandatory and compliance training, progressing to 'Learn & Lead' higher level training for managers. Staff at every level are supported to identify their development point, whether for personal growth or promotion.
Hydrock's management team always make time to listen to employees, providing direction through formal meetings, regular communications and informal interactions. This attitude is exemplified by chief executive Brian McConnell, who hosts induction events, the annual all-company event, regular live webcasts and annual roadshows.
Become a Time Jedi, Personal Resilience, Our Mental Health and Becoming Consciously Inclusive are the titles of some of the webinars staff attended last year. A programme of events was launched by the learning and development manager and a hub containing resources has been set up to support personal growth and wellbeing.
Online courses, such as The Conscious Communicator, are provided for non-management roles, along with a graduate development programme. For those progressing towards or in management roles, there is a six-month programme and aspiring or existing leaders are provided with a four-month course. One-to-one executive coaching is offered to divisional, departmental or regional leaders.
Employees can access free external mental health and wellbeing support services, including counselling, an online GP and a sleep and meditation app. There's also subsidised gym membership and free activities such as badminton and football at head office. Many staff are also trained Mental Health First Aiders, always on hand to offer support.
The company's meeting structure balances the virtual and face-to-face, with set meet-up locations for hybrid and in-person meetings. And staff have plenty of opportunities to feedback on this and other issues, including the yearly engagement survey, working groups on new initiatives and pulse surveys to give instant feedback on things like the summer conference.
There are many opportunities to progress, with a vast library of online learning and prizes for completing 'courses of the month'. There are horticulture and arborist apprenticeships, a GC Leadership Academy and technical training. And the induction programme for new starters sets them up with training to hit the ground running.
As well as promoting regular team meetings, the firm hosts events that are designed to get staff communicating and energised, such as summer and Christmas parties, quizzes, pizza lunches and coffee mornings. The events help to promote a friendly culture and environment.
The firm encourages staff to live by its values by celebrating those who set good examples regularly. It includes testimonials in the weekly update or rewards individuals directly. Senior leaders provide role models by acting on the values when dealing with colleagues and clients.
Staff are given an extra day's leave that can be used to support their wellbeing. Fisher Jones Greenwood has also developed a wellbeing programme that focuses on mental, physical and financial wellness, lifestyle and work behaviour.
Energize continued to hire in 2020 and also ran five new starter programmes, two advanced courses, two senior leadership programmes and two future leader programmes. Other development opportunities included a mental health first aid course, external sales training, webinars and new modules such as creating a positive mindset.
To maintain high levels of morale, Energize organised virtual social events including quizzes, awards and the annual charity auction. A focus on fitness led to activities including the Energize Olympics, virtual yoga sessions, Wellbeing Wednesday and a company-wide activity based charity fundraising challenge.
In 2020 Energize partnered with Reach Out Mentoring, a charity that gives young people from disadvantaged backgrounds weekly 1-2-1 support from a volunteer mentor. In addition to committing to providing volunteers the firm also raised almost £7,000 through a range of fundraising activities.
Employees are contacted for regular wellbeing check-ins, are actively listened to, and have the assistance and support of Mental Health First Aiders within the organisation.
In order for employees to continue their own personal development and ensure they are learning and developing in a way that suits their role, Action Sustainability uses a competency framework to set out an individual career path for every role.
Managers are offered support in their roles through coaching and mentoring. There is also a peer sharing initiative for connecting with and talking to other managers in the organisation.
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