Quick facts
  • What we do:
    Registered social landlord
  • Year established:
  • Website:
  • UK locations:
    North West
  • Contact
    • Wulvern House, Electra Way, Crewe, Cheshire, CW1 6GW

About Wulvern Housing

STAFF MUST FEEL quite at home at Wulvern Housing, given that half of them have worked for the South Cheshire organisation for at least five years. This small housing provider employs 241 people and looks after more than 11,000 people across Crewe (where it is based), Nantwich and a number of Cheshire villages.

Work is an important part of life for staff (an 82% positive score) at the social landlord, which makes its debut in our not-for-profit list this year. Development opportunities include the chance to study for national vocational or professional qualifications.


What is it like to work for Wulvern Housing

My Manager
My Manager
Managers hold informal one to ones with their staff and formal quarterly reviews and both of these are used as methods to thank staff for a job well done. Some Managers also choose to use team meetings as a way of thanking staff in front of their colleagues so everyone is aware of what they have done. One Manager has her own set of thank you cards and she takes the time to write a personal message to the staff member thanking them or praising them for the action they have taken. All of their Managers use the mantra that they would not ask any of their team to do something they would not do themselves.

Personal Growth
Personal Growth
Wulvern Housing support employee development by their internal coaching development programme - this year they have trained 10 managers to become coaches so they can help and develop staff from across the business. Each coach had to complete a two training course on the basics of coaching, undertake a minimum of 10 hours coaching practice and report on the benefits to the business and the individual of the coaching experience before being added to the coaching bank. The coaching bank are now used to support staff identified by Managers as wanting additional development to progress or where they need performance improvement support. Coaches are now working across the business with staff from all team including Apprentices, Rising Stars and general colleagues needing support. They intend to run their second cohort of coaches training in February to widen the scope of this resource as they want coaching to be a key way that managers support their teams to develop and learn to make decisions and decide actions for themselves. Additionally they run quarterly updates for their coaching bank to give them insights to other methods and style of coaching to give them flexibility and alternatives to the GROW model they learned on the initial two day course. December will see the coaches exploring the Time to Think philosophy and methodology developed by Nancy Kline.

Fair Deal
Fair Deal
In the the first Wulvern Staff survey in 2011 only 47% of staff felt that they were paid fairly so Wulvern Housing have worked to improve this and in the 2013 survey they have improved this response to 67% of staff now feeling they are paid fairly in comparison to the external market. They have made this shift over two years by firstly in 2012 providing all staff with an information leaflet explaining how they benchmark salaries with the external market and how their budget is used across the business for pay awards. Feedback on this leaflet was that it was useful but staff would have preferred to have discussed it face to face and ask any additional questions there. Wulvern Housing accepted this and this year they held a series of drop-in pay workshops for staff. At these sessions they explained the process for benchmarking and calculating pay rises and then gave staff the opportunity to act as the leadership team and using a set of money make their own pay decisions for the business. The workshop concluded with a questions and answer session where staff could ask any questions or they could stay behind to ask specific questions about their own pay.

Learn more about the 8 factors of workplace engagement here


  • Women

    At least 33% of senior managers are women

  • Holidays

    Companies offering a minimum of 25 days annual leave

  • Gym

    On-site gym or subsidised gym memberships

  • Childcare

    On-site nursery or vouchers

  • Long Service
    Long Service

    40% of employees with more than 5 years' service

  • Dental Insurance
    Dental Insurance

    Dental insurance offer to all employees

  • Pensions

Company Statistics

  • UK sites:


  • Staff Turnover:


  • Earning £35,000+:


  • Staff:


  • Average Age:


  • Male : Female:

    52% / 48%


Want to get on the list or be accredited?

Start your engagement journey today and find out what you need to do to earn a Best Companies accreditation or a place on the Best Companies lists.