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.
There are plenty of opportunities for employees to top up their cash pot. Those rated ‘outstanding’ at their end of year reviews can ‘Grab a Grand.’ There are also long-service rewards and monetary prizes, including for 'etHERO of the month', suggesting ideas implemented by the business and during games and team events.
From day one, all employees are encouraged to reach their potential. There is flexibility to support them to develop in whatever area they choose, and job rotation is encouraged to boost skills and support succession planning. A new role has been created, focusing specifically on employee learning and development.
On passing probation, staff receive health benefits which include an Employee Assistance Programme and private health cover, with a cash-back option and the chance to add their families for a small additional cost. And working hours have been cut by one and a quarter hours a week with no change to salaries.
Regular support sessions reflect real workplace concerns thanks to input from the employee voice Partnership Council, the organisation's four Inclusion Networks and the latest absence and turnover trends. Recent sessions have included a myth-buster on vaccines and infection control, and balancing work and family commitments.
There are development opportunities for every stage of leadership. These include courses for aspiring managers in partnership with University College Birmingham, front-line manager training and a 12-month Cranfield University training programme for senior leaders. Managers also benefit from ongoing support through coaching, mentoring and cross-functional management meetings.
Midland Heart is an early adopter of the Sustainability Reporting Standard for Social Housing to benefit its communities and the wider environment. It also looks to recycle wherever possible, whether that's the maintenance team separating waste before disposal or its development partners reusing old roof tiles when building new homes.
To help create a more open and balanced workplace, staff were enrolled in resilience trainer Tough Cookie’s Mixed Mental Arts Programme, a series of virtual classes offering practical techniques to manage thoughts and emotions, helping to build resilience through long-lasting behaviour change. Private healthcare and Headspace, the stress-reducing app, is available to all staff.
Regional managing directors have the autonomy to create inclusive climates for their teams, which are tailored to the needs of that team and based on regular feedback from staff. The company runs a high-performing leaders' training programme to expand the capability of the leadership team and a future leaders' programme for aspiring managers.
The company is keen to promote gender diversity and is launching a series of interviews with women who are at the top of their field in its "spotlight on" podcast. The interviews aim to elevate female voices by exploring the challenges they face.
AppLearn always ensures the team has something to look forward to, from free on-site yoga and HIIT sessions to breakfast and healthy snacks. There's also a lunchtime walking club, regular competitions like monthly step count challenges, and a Tuesday night football team.
A dedicated talent acquisition partner has helped re-focus the hiring process. This has included a better understanding of unconscious bias, communicating with candidates in a structured way to reduce stress and anxiety and launching schemes and internships to boost workplace diversity, including women in tech roles.
Each department has a training budget for staff to build skills, attend courses and achieve qualifications. For employees keen to gain experience and skills in certain areas, there's the opportunity to get involved with wider business projects. For instance, staff wanting to build confidence in public speaking can present to the company.
Each post has a clear salary and grading structure for transparency and to track career development. Each scale consists of five points. Appointments are usually made at the first point on the scale, and well-performing staff automatically move up a point every year – each with a two per cent pay increment.
Everyone can participate in online yoga sessions, and an Employee Assistance programme provides online and in-person support to people facing personal issues outside the workplace. There's also a wellbeing' task and finish' group – an output from a staff conference exploring what would make Homeless Link a better place to work.
Every team member has an annual Personal Development Plan. It's regularly discussed and reviewed, identifying strengths and learning and development opportunities. Meanwhile, all managers get training in processes and systems and insights into their styles. They also have access to external leadership development courses, coaching and mentoring.
The agency goes big on Mental Health Awareness Week with yoga, resilience and gratitude sessions and British Sign Language workshops. And everyone got an experiences voucher "to do something awesome." DesignStudio has also worked closely with Mental Health UK to offer regular training on topics such as imposter syndrome and supportive conversations.
Monthly gatherings bring the team together in new ways, from a sound bath and meditation in the office to Zoom-hosted pottery workshops and a fancy dress tribute to David Bowie. There are also competitions, such as for the 'most steps', with the victor rewarded with a National Trust membership.
There's a generous yearly training budget split amongst teams ensuring everyone can benefit. There is also a growing mentoring culture, with 10 employees joining the Creative Mentor Network to learn how to be inclusive industry leaders to support those from disadvantaged backgrounds in getting a foothold in the creative industries.
The agency's helping its employees through the cost-of-living crisis. There've been special salary increases for more than half of staff, and a senior manager-donated 'Energy Fund' offering a one-off, interest-free emergency loan to help with bills. There's also been a 'Talk Money' week with advice sessions, and staff have access to a free-of-charge financial advisor.
ITGers have "focus, spark and drive", and they're supported to realise their potential and hone their skills. Development opportunities include apprenticeships, management training and ITG's in-house digital and creative academies. The agency's Circuit programme rotates students around the business over 12 months to help them find their passion. Most go on to secure permanent roles.
The Enterprise scheme helps developing companies – often championing good causes – grow by volunteering expertise, helping them build a website, mentoring or leading workshops. The agency also chooses an annual charity to support with time, resources and cash. And its community team keeps its ear to the ground for local causes in need.
