Wellbeing - How employees feel about stress, pressure at work and life balance
The Wellbeing factor is closely linked with Fair Deal. If the scores for Fair Deal are low, the first place we’d recommend you look is Wellbeing.
If Wellbeing is also low, it may be that employees are being worked too hard and feel they are not being fairly remunerated for it.
Lovat Parks maintains a hands-on approach with its leadership frequently visiting parks and central offices. The company encourages openness and accessibility, enabling employees to comfortably share their thoughts, concerns, and suggestions. The management also ensures regular one-to-ones and reviews to focus on employee strengths.
Lovat Parks offers interest-free pay advances to all team members, with flexible repayment options. The company is a real living wage employer and offers all team members a 50% discount on any holiday booked on one of their parks.
The company's commitment to wellbeing is notable, with a structured plan focusing on workplace, financial, social, and mental wellbeing. Lovat Parks also offers an Employee Assistance Programme, mental health awareness training, and a Mental Health First Aider programme.
Morson Group's managers provide robust support to its teams, with initiatives like the HR for Line Managers course and regular 'HR Check-ins' fostering open communication and effective issue resolution.
Morson Group's commitment to wellbeing is demonstrated through its weekly yoga sessions, mental health first aider training, and comprehensive menopause support framework, all aimed at fostering a supportive and caring environment.
Leadership at Morson Group is proactive and responsive, with regular town halls, focus groups and one-to-one sessions with C-suite directors ensuring that employees at all levels have a voice in company policy.
The 'Essential Management Skills' and 'Passport to Personal Growth' initiatives demonstrate the company's commitment to personal development, helping employees understand their learning styles and career aspirations.
The organisation invests in the wellbeing of its employees, with regular physical activities, mental health first aiders and wellbeing weeks centred on mental health awareness.
The CEO, Helen Browning, regularly holds sessions with department heads, focusing on their skills development, demonstrating a strong and engaged leadership.
Youth Sports Trust prioritises employee wellbeing with initiatives like Wellbeing Champions, Active 30 team, and Menopause Champions. It has also developed a Wellbeing policy and a Wellbeing Charter to support its staff's mental, emotional, and social wellness.
Leadership at the Trust is committed to living out the organisation's values, promoting them during corporate inductions, training, and staff reward programmes. They further demonstrate responsibility through the creation of an employee engagement action plan.
Youth Sport Trust gives back to society through initiatives like the Generation Charnwood project, which focuses on enhancing the wellbeing and life chances of local young people. The organisation also promotes sustainable and active lifestyles through staff wellbeing initiatives.
Siddall & Hilton's dedicated work committee, representative of various business areas, coordinates seasonal social activities. This not only enriches the workplace culture but also fosters team spirit and camaraderie.
Siddall & Hilton's fair treatment of employees is reflected in its quarterly profit-related bonus scheme. It has also increased pay overall by 23% over the last two years, demonstrating its commitment to employee welfare amid the cost of living crisis.
Siddall & Hilton prioritises mental health, with initiatives such as the Menopause Café and the 'Listening Ears' team. It also provides a fully funded financial coaching service, further supporting their employees' wellbeing.
