What are companies doing with regards to 'Wellbeing'

LSI Architects promotes employee growth through its 'grow our own' approach, fostering talent from trainee level upwards. Regular one-to-one mentorship meetings ensure skills are utilised and challenges are met, fostering a sense of advancement.

Employee satisfaction at LSI Architects is reflected in the company's annual financial rewards, including pay increases, bonuses and Christmas vouchers. The company's fairness is also evident in its promotion of trainees.

Mansfield Building Society offers a comprehensive Management Development Programme for all current, new, and aspiring managers. Covering a range of key management skills, this 18-month programme ensures employees are challenged and their skills utilised effectively.

The Society encourages team spirit through events like the monthly Tea for the Soul sessions and the Summer BBQ. These events, along with initiatives like the old-fashioned school sports day, foster a sense of belonging and fun within teams.

The company's overseas conferences and charity fundraising events foster team spirit and create a fun, collaborative environment. These experiences help build strong bonds between colleagues, enhancing a sense of belonging within the team.

Through partnerships with local charities such as Youth Zone and the establishment of the internal Mission Mars Foundation, the company encourages employees to give back to society. Their focus on sustainability further demonstrates their commitment to making a positive impact.

Northern Monk’s leadership champions the company’s core values in all aspects of decision-making, creating an authentic and value-driven culture. They engage with employees through monthly company-wide Huddles and newsletters, ensuring transparent communication at all levels.

Through its Faith in Futures Foundation, Northern Monk has raised over £100,000, supporting local businesses, charities, and projects. This initiative affirms the company's commitment to its community, demonstrating its belief in giving back to society without profit motives.

Oyster Partnership invests heavily in personal growth, with initiatives like the Oyster Academy for trainees, comprehensive management training, and partnerships with external training professionals, all aimed at broadening employee skillsets and offering advancement opportunities.

Weekly one-to-one meetings with managers and the CEO's mentoring programme 'Leading from the Front' ensure employees feel supported, trusted and cared for. This personalised engagement helps in fostering a nurturing work environment.

Pertemps prioritises employee development through its e-learning platform, Elevate, which offers a range of courses. This, along with partnerships like the one with Kallidus, provides opportunities for skill development and career advancement.

Pertemps' Employee Benefit Trust allows employees to share in the company's success. Long-service awards, additional annual leave days, and the option to dress-down on Fridays further demonstrate Pertemps’ commitment to treating employees fairly.

The organisation has a Performance Management System that incorporates an Annual Appraisal and an Interim Review for all staff. Graduates and Apprentices receive quarterly reviews. It also has a Training Agreement with Institution of Civil Engineering for engineers to follow a structured route to Chartered Membership.

All Principal Engineers and above hold management roles. They are Chartered members of their Institutions - Institution of Civil Engineering and Institution of Structural Engineering. Alongside their externally accredited technical skills, the organisation supports managers with the people and project management skills needed to lead teams of people to deliver projects for its clients.

The leadership team at Policy Expert establishes a clear vision for the business, regularly communicating this through quarterly business updates and bi-annual leadership conferences. They ensure alignment and collaboration towards achieving shared goals, fostering a sense of unity and purpose.

Policy Expert’s partnership with the Blue Cross demonstrates its commitment to giving back to society. It hosts fundraising days and other activities, and even offers customers the option to donate any refund amounts to the charity. This initiative reinforces their societal contribution beyond profit motives.

The organisation rewards employees through objectives set to each individual each month. If all four objectives are hit, they receive a 3pm finish or money; three months in a row, they receive a half-day holiday or money; and six months in a row they receive a seat at Directors club or half-day holiday.

QCS Staffing’s FastTrack to Future Leadership programme is completed by all managers who join the business. Its internal trainers provide training, coaching and support on a range of topics from communication and coaching to motivation and management activities. This is accompanied by role play exercises and knowledge sharing sessions with senior team members.

Employees are encouraged to nominate a Star of the Month, which celebrates an individual or team who has demonstrated the charity’s values, or gone above and beyond their role to support a colleague. The winner is celebrated in the monthly briefing and an Employee of the Year is celebrated at the annual staff conference.

Rainbow Trust has a clear process for supporting employee development. Discussions about competency, training and development needs and career aspirations are held formally during its annual performance review process. It has a talent management programme, which is driven through the annual performance reviews, 360 feedback and self-assessment. The programme is tailored to the individuals.