Giving Something Back - The extent to which employees feel their organisation has a positive impact on society
Giving Something Back focuses on the organisation’s social responsibilities. If key factors such as ‘Leadership’ and ‘My Manager’ are performing well, it can influence the improvement of all the other factors, boosting your overall engagement.
July 2023 saw the first NYLON Week, with the US team coming over for the summer party and a week of in-person collaboration. There are many smaller team-building initiatives too, likely weekly lunches with pop-up food stalls. And the Pride Employee Resource Group is the company's largest, with LGBTQIA+ members sharing experiences and organising events.
'The Golden Pen' is the company's weekly recognition award – an opportunity for teammates to celebrate each other's work. During the Monday meeting, the 'pen' is awarded by the previous holder, with the CEO giving the winner a shoutout. All winners from the previous four weeks get a voucher prize in the monthly meeting.
'Papier with Purpose' is the company's CSR programme encouraging employees to give back to the local community through paid-for volunteering days, as well as being charitable and mindful of environmental impact. Initiatives include mentoring young people to help them into the creative industries, donating excess stock and giving a proportion of card sales to charity.
The induction of new recruits is both remote and face-to-face. There’s a series of digital ‘team talks’ with team members from across the business and regular HR check-ins to make sure they’re settling in well. And like all employees, they get access to an online training platform personalised to their role and level.
Managers get bespoke support depending on their development needs with access to various external tools and training opportunities via their line managers. There are expert HR manager briefings to support them and established workflows to help them navigate any complex people management issues.
Teleware has recently achieved carbon-neutral status and is now helping its customers do the same. Moving to a remote-first model, reducing travel and waste and office downsizing has vastly reduced its carbon footprint. The company’s also planted around 130 trees as part of an environmental initiative.
A newly refurbished office with employee breakout spaces and gardens encourages a social, friendly atmosphere and teamwork across the business. And Whitecode Consultancy takes on a fun family feel with a variety of social activities across the year, such as a summer party and quiz nights.
Questions and feedback are encouraged at the monthly business-wide breakfast meetings. Staff are updated on company progress and have the opportunity to make suggestions. Any issues raised are addressed asap, and progress updates are given at the next meeting. There are also weekly team meetings to discuss workload and any problems.
‘Whitcode Wishes’ is the consultancy’s own charity. It raises funds to make hampers and buy Christmas presents for underprivileged children to spread festive magic and support as many families as possible. And in terms of ‘giving something back’ to the environment, the company aims to be recognised as a leader in environmental design.
Baylis has employed an in-house skills coach that has developed an 'Aspiring Managers' course. This twelve-month course will take selected employees keen to progress through several key managerial disciplines with a presentation to the board at the end of the course, it also employs designated skills coaches.
The organisation is committed to visible charitable efforts that align with the company’s strong values. Throughout 2022, the company supported the Pied Piper Appeal, with the proceeds from all related events being donated to the charity. Where possible, it agrees on an amount that will be donated or matched.
As well as offering bonus payments for productivity, Baylis also offers a £1,000 referral bonus to existing employees. Agencies have become a mainstay in attracting new staff, and salaries have risen due to skills shortages coupled with the cost of living.
Every month, Durhamlane hosts a performance incentive day with the intent to increase employee motivation, morale, and productivity. The company also hosts themed days, i.e. in June there was a Pride day. Durhamlane celebrates employee successes and rewards them for all the hard work every quarter.
Durhamlane supports its managers with externally accredited programmes. Every employee has their own personal development plan that outlines the forthcoming opportunities available. The majority of managers started off as lower-level staff but were promoted to managerial positions off the back of their development and training plans.
The organisation has charities which it supports such as Tyneside and Northumberland Mind; if anyone in the company is fundraising the organisation will match whatever they raise. It also asks staff what charities they want to support throughout the year and holds ad-hoc charity days to raise money for causes close to employees’ hearts.
Teams come together regularly in person and virtually across the country. Whether it's lunch and learn sessions or staff networks hosting celebration events. Last Summer, as part of the organisation’s 'Creating Happy Memories Campaign', teams were given the afternoon off to hold a picnic and bring their children.
New employees attend an induction which the CEO always attends. He makes sure all new colleagues understand the organisation’s rich history, purpose, values, and strategy. Once a month it also holds an ‘open’ Executive team meeting, where all colleagues can join to hear the latest updates from the CEO and Directors.
Family Action has 43 FOOD Clubs across the country. FOOD Clubs work with local partners to source food that would otherwise go to landfill. The use of partner organisations to source food and reach local communities means that the organisation is helping to improving economic and social wellbeing.
The organisation provides gym membership for its employees which includes access to the flagship Fitness First gym in the basement of the building. It also launched the Listening Squad to offer support and guidance to employees in need. They are available for regular support and promoted the Time to Talk Week.
All teams have morning meetings to get them motivated. Activities include spinning a wheel to win a prize. Team nights out aren’t just about drinking, but also doing competitive activities or games such as bowling, escape room and shuffleboard. On a Friday each month it holds a fun activity within the office like ‘X-Factor Friday’.
The Charity Champions team organises a programme of fundraising events throughout the year and last year the organisation raised £18,000. Fundraising activities included The Royal Parks Half Marathon, The Queen’s Jubilee Bake sale, World Cup events in the office, Football Jumper Day, sponsored a music evening, Christmas Jumper Day donations, and Halloween dress-up day.
The organisation offers a recognition award of up to £500 to employees who make an extraordinary effort, contribution, and/or sustain an exemplary level of exceptional performance. As some of the company’s projects remain open over the Christmas break, it has introduced a payment for staff who cover Christmas Day.
Visibility and communication is essential to the organisation. The results of the last internal pulse survey were shared with staff in January through a company-wide video call by the Chief Operating Officer. The company culture is driven by these surveys, so communicating them with staff is treated with the importance it deserves.
It provides food parcels to its residents and people who use our services when and where needed. These are often gifted or donated by organisations, local churches, and groups within the local area. It has also distributed essential supplies including face masks, hand sanitiser, and hygiene products.
Care, compassion, and commitment are the values that the senior management team tries to instil into every employee at PJ Care. They all support their individual teams but also work hard to build strong relationships with other teams across all areas of the business, whether that's the frontline staff or the support teams.
The average hourly rate for PJ Care’s staff for males was £12.35, and for females, it was £12.81, showing that gender has no bearing on pay. Almost all of the company’s registered managers and senior clinical staff are female, selected solely on merit, with development plans in place for all to achieve higher positions.
Over the past 12 months, PJ Care has donated over £15,000 to charity. Members of staff participate in various events e.g. London to Brighton Cycle Ride, marathons, and half marathons. One member of staff lost her son to suicide so she and her family ran a virtual marathon during May, raising funds for Mind.
