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.
The CIPP has arranged for employees to have free access to Peppy Health, which is a menopause, fertility, early parenthood, and men's health related app. There is also online support by professionals to help with any questions and tips on how to manage menopausal and perimenopausal symptoms.
Once a month, managers are asked to focus on one value and nominate an employee who has shown exemplary work towards that value. A vote of the selected candidates then takes place and the winning employee is congratulated by the senior leadership team and recognised throughout the organisation.
It is a Living Wage Employer and ensures a company-wide fair pay structure relating to job title and responsibility for that role. It has an annual pay review every September to ensure all employees’ salaries are consistent across all departments, and this year has also taken the cost of living increase into account.
Riverford gives all co-owners the opportunity to refer a friend for any of its live vacancies. If the referred candidate is successful in getting the role, once they have passed their probation period, it pays the co-owner who made the recommendation £400. The friend they recommended will also get £100 – this is an unlimited
Fair pay is fundamental at the organisation, particularly for those co-owners at the lower levels of pay. It is a Real Living Wage employer. To offset the gender pay gap, it has overhauled its role banding, increased transparency over the rates for different levels, and installed measures to ensure that these bandings are consistently applied.
Riverford has a whole host of developmental opportunities for its people. Including captured learning, personal and professional needs during 1:1s, establishing aspirations, and providing learning to support the individual in improving confidence, performance, and motivation. It also runs an internal management programme that focuses on performance coaching and development conversations.
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