What are companies doing with regards to 'Giving Something Back'

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.

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.

To help with succession planning and knowledge gaps within the business, NEG has recently introduced an internship programme, extended the number of apprenticeships it has available and sourced market experts into newly created roles. It’s also introduced internal and accredited leadership programmes and used knowledge sessions to strengthen employees’ understanding of glass.

Managers receive a variety of support to help them in their roles, which can include sponsorship for further education, mentoring programmes, job shadowing, secondments and coaching from both their own line managers and recognised coaches.

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 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.

Blackhawk offers an onsite gym and free fitness classes. Financial wellbeing talks are also available. The company's 'Green Hero' programme encourages staff to keep active, as well as help to save the planet, by rewarding those who travel to work via a green method, including walking, cycling and public transport.

A "time for me" initiative allows people to take two hours a week to do whatever they want. The company has introduced an etiquette that governs meetings so that the number of non-effective ones has been cut. No Zoom Fridays have also reduced the amount of video calls, which were causing fatigue among staff.

Stress-management training, a 12-week mindfulness programme, four all-staff briefings by a wellbeing consultant and three sessions for managers to help them support their staff are part of the measures on offer to look after employees.

Staff take part in activities such as group bike rides and lunch time walks, art classes, knitting and craft sessions, yoga and tap-dancing classes, pepper-growing and pumpkin-carving competitions, and pool, darts and table tennis tournaments.

Regular training courses are offered internally and externally to support managers and their team to develop. Kids Inc Nurseries introduced an employee assistance programme and regular team lunches to encourage positive mental wellbeing.

"We highly value the attitude, skills, enthusiasm and commitment of our teams and endeavor to show our appreciation and engage our employees in many ways," says Sav Kaisi, a company director. These team-building events, long-service awards, newsletters and extensive professional training and development opportunities.

Each service organises regular treat days which could consist of bringing in food for staff to eat together, or organising a therapist to give staff wellbeing treatments.

The Y Leadership management programme covers organisational development, human resources, finance and budget management, health and safety, and looking at environmental impact and marketing. There are in-house courses about working in a psychologically informed environment.

Hickory's continue to talk openly about mental health and mental wellbeing on The HUB, providing resources and support to any team members who need it. It also has an Employee Assistance Helpline available to all team members, and any team member facing financial hardship can apply for financial support through its Adversity Fund.

In 2021 Hickory's introduced its 'Spring Break' WhatsApp Groups, so that communication and updates could be sent directly to each venue. The groups also gave the team a platform to voice any questions, comments or ideas they had directly to their line managers and the People Team.

The wellbeing of employees has remained a priority for Networx, with daily fitness sessions continuing to take place both online and in the company gym. The organisation also has a direct partnership with Leeds Mind to ensure that any person that requires help can access this as and when then need to.

Networx continues to actively support each employee to try and schedule some time every week for Continued Professional Development (CDP). This has proved extremely beneficial for the Developers who through the time allocated to them have identified new technologies and growth opportunities.. Further more leaders have been encouraging the enrolment of new courses for employees.