What are companies doing with regards to 'Wellbeing'

Journey Further's leadership promotes transparency and values alignment. The annual Clarity at Speed Day and regular company-wide meetings allow employees to engage with senior management and voice any concerns or questions.

The agency demonstrates its commitment to giving back through initiatives like the International Women’s Day event, which raised funds for various charities. It also supports employees' fundraising efforts and works with local social enterprise Nourishing People for regular office snacks.

Intercity has a calendar of social events, including an annual pub quiz event, and the Intercity Festival which has live music, games, a BBQ, and drinks which brings colleagues together and strengthens relationships. Teams also have a budget for socials which have previously included clay pigeon shooting, bowling, indoor curling, mini-golf, and baseball.

Intercity offers an employee bonus paid as a percentage of colleagues’ salary and is linked to the organisation’s annual performance. It includes non-financial metrics, such as Net Promoter Score, to encourage and reward positive performance that drives attraction and retention of customers, which is integral for the business to succeed.

The organisation offers a structured and inclusive development framework, including two Future Leaders programmes and access to accredited apprenticeships like Art Therapy and Leadership. This focus on personalised development, supported by mentors, coaches, and the Leadership Competency Framework, accelerates growth and builds capability, driving internal mobility and retention.

Employees can volunteer in their local communities or as Trustees, enabling shared expertise. The organisation also engages volunteers who develop vital skills, with some moving into paid roles. Fundraising events like coffee mornings for Macmillan Cancer Support and the 3 Peaks challenge demonstrate a commitment to wider community support.

Employee development is a cornerstone at Harrison Drury & Co. From personal development plans to access to a vast knowledge bank of seminars and webinars, the firm ensures opportunities for growth and challenge. Their commitment to legal apprenticeships also provides an alternative career path into law.

Harrison Drury & Co is actively involved in giving back to society, organising charity events like beach cleans and bake sales. They also support local education establishments and offer paid time off for employees to undertake personal development activities, reflecting their commitment to societal growth.

Through the CPD programme, Go Ape empowers managers with essential skills and knowledge. By hosting sessions on finance, people management, and marketing, the programme enhances individual capabilities, ensuring co-owners feel challenged and supported in their roles.

The annual overnight break and Naturally Powered Days foster team spirit and camaraderie. By engaging in activities like kayaking and camping, co-owners strengthen their bonds, enhancing feelings of belonging and unity across teams.

At the Christmas Parties and Summer Away Days, the organisation incorporates entertainment with team-building, celebrating success and brainstorming ideas for future progress. It also provides every team with a budget to engage in regular team building activities. These activities vary from physical challenges such as climbing Snowdon, to cooking classes, meals out and ice-skating.

As well as providing free hot and cold drinks in the office with fruit and biscuits, and lunches when meetings take place over lunch, ESET UK gifts each employee with seasonal goodies such as chocolate at Easter, a love letter on Valentines day, and a Christmas hamper at Christmas.

Team away days provide a mixture of team development, team working, and fun! Cross team working is important to Dougie Mac and there are a number of initiatives where individuals work together. As a hospice there are many team fundraising events including walks, runs, sky dives, and balls.

Dougie Mac has delivered a range of leadership and management courses and team leader programmes. It has a computer based training programme that provides access to a range of management training for managers and aspiring mangers to take. It also provides opportunities for mentoring, shadowing, and external assessment for development.

Devon Air Ambulance fosters a culture of continuous learning and development. Through its Management Development Programme, employees have the opportunity to enhance their skills and knowledge, contributing to personal growth and the success of the organisation.

Each employee has a monthly one-to-one with their line manager, fostering a supportive environment. Managers are also encouraged to attend essential modules focused on supporting performance and attendance.

At Crossroads Caring for Life, pride and value are deeply engrained. The organisation's commitment to provide the best possible work environment for staff ensures that employees feel valued and proud to be a part of the team.

Crossroads Caring for Life supports personal growth through initiatives like the Champion of Choice Pathway, offering opportunities for advancement and utilising employee's skills effectively. The organisation promotes ongoing learning and development tailored to individual needs.

COOK has a communication culture. It regularly shares updates and company strategies through its ‘All at COOK’ email. Additionally, using its embedded ‘Because Churchill’s Pig Week’, it has found that people talk freely to encourage change. The biggest actions it has taken off the back of this include improving the operations of its dev team.

Its Essential Ingredients of Leadership describe how to lead through its values. As well as role modelling every day, its senior leaders deliver leadership academy workshops that are all themed around the company values. They also lead the ‘Regular Values Recognition’, encouraging their teams to recognise their colleagues’ hard work and living company values.