What are companies doing with regards to 'Wellbeing'

Based on the TV game show, Play Your Cards Right, team managers set a daily business objective, which if team team members achieve, can try their luck on a giant version of the game for a chance to win a prize from a trolley of treats.

In 2022, PPL PRS put together a team of 'band members' to participate in a 5 a-side football tournament to raise money for its chosen charity partners, Humanity Without Borders, helping those facing poverty, conflict and disaster across the world.

Using the Hub, Portview's employee engagement platform, heads of department give video updates on their departments. Managing director Simon Campbell and line managers run virtual coffee mornings — no work chat, just a hello. Team leaders give daily briefings to talk about workload and deadlines.

Everyone keeps in touch through the Hub, which is fun, informative, educational, honest and fresh. It showcases Portview's culture and helps to inspire and enable people to go the extra mile and seek opportunities for continual improvement to benefit themselves, the organisation and its clients.

Sales teams can earn commission-based bonuses to boost their salaries. Senior managers though this was unfair to employees in service delivery and support functions so introduced a set of KPIs for those in those roles which, if met, would result in annual salary increases.

In 2021, the organisation selected Challenging Lives as its chosen charity partner, with teams across the business committing four activities per year to raising funds for the cause. Fundraisers have included events such as a football tournament, Christmas jumper days, and some colleagues even participating in the Great North Run.

Jefferies Solicitors are passionate about giving back to the community. The team has been involved in many charitable activities in 2021, including running the Hackney Half Marathon for ActionAid, participating in Pretty Muddy for Cancer Research and hosting a bake sale for the British Red Cross to support their work with Afghanistan refugees.

Jefferies holds companywide sessions annually to discuss the firm’s strategy, performance and direction. Team feedback is then facilitated in groups in order to generate ideas, promote change and improvement where needed. In addition a brand new intranet has been developed to increase communications and access to organisational clarity.

The Hotwire Ignite Possibility Programme, part of its diversity, equity and inclusion strategy, is directing up to $1 million in pro bono brand, marketing, and public relations services to qualifying tech and tech-enabled organisations that are minority-led or provide a product or service benefitting minority communities.

After four years' service, employees can take a sponsored sabbatical choosing between three-months' leave at half pay, six-weeks' leave at full pay or a one-off bonus instead of the time off. Hotwire has extended this to offer six weeks' leave at full pay after every four years of continuous service.

At weekly team meetings, leaders make sure there is time to recognise and acknowledge nominations for staff who champion the company's values and that those values remain at the top of people's agendas. In their own work they strive to demonstrate the values daily and model the behaviour expected of all staff.

The company offers an apprenticeship scheme and some of the earliest participants are now involved in the business at management level. Newer apprentices are keen spokespeople for the company at careers events. Fundamentals is also an enterprise partner of the Institution of Engineering and Technology and supports employees towards professional membership, financially and practically.

A weekly webinar is hosted by Kirstie Davis, Fennies' Head of People and Culture and internal trainer, Jamie Atkins. During the webinars Kirstie and Jamie update staff on company news, there is a live Q&A session and staff make shout-outs for colleagues who have gone above and beyond their duties.

The remuneration package includes a competitive salary, a bonus scheme, a cycle-to-work scheme, lunch and staff discounts for well-known brands. There are also monthly rewards, a refer-a-friend bonus, continual development and up to 40% off childcare.

Team members have been given more face-to-face time with their managers, after they asked for it in a staff survey. Based on feedback, the company also implemented more regular and relaxed meetings, as well as twice-yearly performance reviews, giving staff a space to discuss their experiences and ideas and build stronger relationships with managers.

Regular "lunch and learn" sessions mean teams can get together to share knowledge and boost team spirit and collaboration. They are also a valuable way of supporting professional development as mentoring from the senior team, including the chief executive, Alan Price, is on offer.

An online communication channel is used to share company information and engage staff in a new way. At regular company huddles, news is shared and success celebrated. Staff also share successes through the Green Flag scheme, which improves interaction and communication. Meanwhile, a BigChange Book Club brings avid readers together.

The business plans to launch a BigChange Talent Academy to attract staff by offering outstanding development and progression opportunities. It will provide learning for new starters, those who are developing their careers, and new managers and aspiring leaders. There will be a mixture of internal and external trainers.

Five business impact groups operate within the firm. Their mission is to raise awareness of particular issues. They are Shine, the firm's multicultural network, Best Self, its LGBTQ+ group, Breaking Even, which focuses on gender equity, Mind and Body, centred on mental health and disability and Balance, for working parents and carers.

Two new programmes are being launched this year: Building Better Managers and Building Better Leaders. The management training will provide participants with the skills to motivate and energise their teams. The leadership scheme is open to those who already have experience and will develop their abilities to inspire people to perform better.