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What are companies doing with regards to 'Fair Deal'

Learn about the Factors Effect Model

What affect will focus on the 'Fair Deal' factor have?

Fair Deal - How happy employees are with pay and benefits

Fair Deal itself doesn’t directly influence another factor. It’s classified as a hygiene factor. Sure, doubling everybody’s salary would make them happy but it wouldn’t make them feel any better about factors such as leadership and management.

Now although pay is not an engager, it is important that pay and benefits are at the right level as to not disengage employees further.

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Automotive

Sandicliffe

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The company's menopause policy was written by staff and there is a WhatsApp group so they can support each other. In addition, there will be a wellbeing champion at each site. The company also partners with Ben, a charity that supports motor industry employees, and staff with any concerns are referred to it.
Sandicliffe ensures that it pays for a role rather than the person. For example, a technician is paid £24,26 and £28,000, dependant on qualifications. All salaries are checked to make sure they are in line with market rates and staff are paid accordingly. Moves are being made to attract more women to the business.
All staff were given a "thank you" bonus, a pizza day and a pay rise last year. Employees and managers can nominate a Sandicliffe Star and the winner is given £200, after tax. Easter eggs, chocolates, nights out and gifts are also given for high performance.
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Retail

The White Company

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The White Company's wellness programme takes a holistic approach to everyday wellbeing. Centred around six key areas, it focuses on everything from maintaining positive mental health to promoting a wholesome, nutritious lifestyle. The six key areas are 'Focus', 'Prosper', 'Nourish', 'Community', 'Restore' and 'Move'.
Understanding the importance of employee recognition, The White Company utilises its annual conference to recognise the hard work and efforts of its staff through its highly anticipated 'PRIDE' values awards. Employees are also provided access to an internal benefits hub, Perkplace, where they can find a number of benefits and discounts.
Dedicated to providing each and every colleague the opportunity to develop both personally and professionally, The White Company motivates and inspires staff through regular 1-2-1's, succession planning and talent framework sessions, specialised external courses and an internal e-learning platform hosting an abundance of training materials.
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Retail

hampers.com

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As well as raising funds for Aspire Oxford, which supports people in Oxfordshire facing homelessness to find fulfilling employment and safe housing, Hampers.com will be partnering with the charity to help disadvantaged people into work.
Hampers.com ensures that staff have "living the values" as part of their personal objectives. It starts with the leadership team and applies to everyone. Decisions or changes always align with the company's values and are clearly communicated to staff. An "employee of the month" award is given to someone who demonstrates the values.
The benefits package includes top-class private health care, with no excess, so it is accessible to all all, high performance bonuses, awards and discounted gym membership. As the company becomes more profitable, it is looking to enhance the benefits.
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Technology

Stakester

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Stakester wants everyone to know that they are a part of the team from their first day. Whether they're working from home or in house, one-to-one calls with other team members are encouraged, so they can get to know each other.
Staff are allowed unlimited holidays, which can be taken when they like. The company makes an 8% pension contribution and everyone is given a smart watch to help keep them active. There is a budget for training and development of all staff.
In the past 12 months, the company has partnered with Treepoints, a social enterprise that helps businesses to offset their carbon footprint. So far, it has offset 405 tons of CO2, planted 10,530 trees and recycled the equivalent of 8,264 bottles.
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Marketing & Media Agencies

Absolute Digital Media

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Absolute Digital Media is proud that 14% of its staff grew up outside the UK, 29% have a degree, 42% were hired before they turned 21, 55% of senior staff are women, 53% of staff are women and 30% of staff can speak a language other than English, including Russian, Urdu, Polish, Hindi and Greek.
Incentives to ensure staff want to stay with the company are regular team activities, online and in-person, the ability to work from Europe, private healthcare, discounted gym membership, three wellness days, team trips abroad, a free choice of books from Amazon to enhance development and wellbeing and gifts for birthdays and anniversaries.
Teams have detailed training plans, showing where each member is and how they can take their role up a notch. These are reviewed regularly by management, to make sure everyone is on track to achieve the next big goal. Individual interests are respected and staff are given the chance to try new roles.
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Business Services

Eco2Solar

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Eco2Solar believes that learning and growth among staff encourages high-performance working. The company encourages all team members to be satisfied and independent. It is committed to investing in them and supporting their career goals, whether it's internal promotion, a professional qualification, an NVQ, or even the flexibility to pursue a passion project.
The company aims to be carbon neutral and has set up a cross-functional group of employees who are passionate about the environment. Its fleet is moving towards electric and hybrid vehicles, solar panels have been installed at the Kidderminster head office and electronic documents have replaced printed ones.
The organisation does not believe in performance-related pay, since it is a temporary bonus, but that staff should be paid well; increases should be permanent and included in take-home pay. A 'Kudos Board' allows employees from all areas of the business to recognise and applaud excellence, innovation, fairness and trust wherever they find it.
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Retail

Modern Milkman

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Teams communicate regularly via the messaging system Slack which enables them to chat and interact with colleagues in real time, as well as share updates and information as it happens within the organisation. Meetings take place virtually, cutting down on the time spent travelling to different locations.
Annual and quarterly goals have been set across the company and within departments. A monthly all-hands Zoom call updates staff on company performance. It includes an opportunity to ask the senior leadership team questions. Digital platforms have been consolidated across the business to simplify processes.
The company's philosophy is to review salaries continually and reward staff, based on their efforts and commitment to the business. It means that while there is an annual pay review to assess everyone across the business, salaries are reviewed against performance and staff are rewarded more frequently.
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Property

Ashtons

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In an annual campaign called "For life's great causes", the agency works with about 20 local charities. It promotes their work through its website, offices and social media and asks staff and the public to vote for the charity they want to receive cash. A £10,000 donation is divided between the three winners.
The Ashtons Diploma develops entry-level staff, giving them a year's training that incorporates spending time in every area of the business. The company supports industry-recognised training, such as that of the National Association of Estate Agents, encouraging all employees to undertake the courses and gain qualifications.
In an industry where staff traditionally work long hours, the agency has reduced working hours and weekend working for staff, without it affecting pay. It resulted in employees gaining an extra 12 days off a year.
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Accountancy

Price Bailey

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All members of staff are invited to join the employee share scheme once they have completed 12 months' service with Price Bailey. The scheme gives them a stake in the success of the business and recognises the value of their contribution.
Price Bailey added a circuit-breaker day to the Christmas holiday, giving staff extra time off in recognition of their hard work and commitment. The firm's IT systems were shut down to ensure everyone had a proper break from work.
Price Bailey has a fleet of electric pool cars available to all employees when they need to travel between the firm's offices or to visit clients. There has been an enthusiastic take-up of hybrid company cars. The firm also has a cycle-to-work scheme alongside paid travel when using local Park and Ride facilities.
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Technology

Advanced

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To thank staff for their hard work and resilience throughout the pandemic, Advanced introduced its #SummerFridays initiative. This saw every colleague gifted nine half days extra annual leave throughout the summer months to use as they like - from bike rides and walks to picnics and gardening.
With faith and trust in its hiring process, Advanced no longer sets probationary periods for new starters. Instead, it says it gives everyone the best chance of success in their roles by setting clear objectives and personal development plans from their very first day.
To reward the top performers in the organisation, Advanced runs a quarterly talent review process, which gives the opportunity for employees to be given a salary increase at least once per year. Guided by a tool called the 'Advanced Performance Score', people data from six different areas is pulled and analysed.
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