What are companies doing with regards to 'Wellbeing'

Learn about the Factors Effect Model

What effect will focus on the 'Wellbeing' factor have?

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.

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Retail

Cosatto

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The monthly 'Cuddle with a Cause' initiative sees the organisation donate £1000, to a charity or cause that has been nominated by one of their team members. Cosatto also works closely with a the charity Mary's Meals, donating 40 pence from every highchair they sell to feed children in education.
A monthly profit-related bonus scheme sees employees rewarded for good company performance. Based on a simple scheme relating to a published scale of profitability, employees can receive a pre-determined bonus from 10% to 40% of their monthly salary. Every employee receives the same percentage bonus, making for a rewarding and motivational initiative.
To allow staff to look after their wellbeing, Cosatto encourages going for walks, taking breaks from the screen and regular 1-2-1 sessions. A free, independent counsellor for employees and their families is available, and a 2-hours-a-day ‘no meeting zone’ has been established where no Zoom calls or face-to-face interactions can be arranged.
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Business Services

Ampersand

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As well as the group hike, Ampersand partnered with Forever Manchester for its annual October Cheer Fest. The company hosted activities including a movie marathon day, company raffle and a Halloween Spooktacular, which included a bake-off, raising £820 for the charity during the month.
Most of Ampersand's senior management team have been promoted internally. For example, the current technical director began work at the company about 10 years ago as a graduate developer. The learning and development policy encompasses on-the-job training and attending conferences. The company covers the cost and time for more extensive needs.
Flexible working, private healthcare coverage with a mental health addition and fun activities to learn more about physical and mental health are on offer. The company's main tactic is to build relationships with staff so that they feel comfortable about approaching anyone for help.
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Technology

Spitfire Audio

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The company has a new child leave policy that applies not only to biological mothers, but to males and females who adopt, foster, have a child with a surrogate, are in same-sex partnerships or are single parents. It offers 52 weeks' leave, including up to 26 weeks' leave on full pay.
As well as providing mental health first aiders and free stress counselling, Spitfire Audio runs a free "socials calendar" which offers staff a mixture of monthly wellbeing-orientated activities, such as yoga, creative opportunities, including pottery and painting, and foodie events, such as pizza-making.
The company gives more than 1% of its annual turnover to organisations that nurture the musical talents of young people, promote gender, ethnic and economic diversity in music — particularly orchestral music — and to organisations near its London headquarters, such as Saffron, which promotes gender equality in the music-tech sector.
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Action Sustainability

Employees are contacted for regular wellbeing check-ins, are actively listened to, and have the assistance and support of Mental Health First Aiders within the organisation.

In order for employees to continue their own personal development and ensure they are learning and developing in a way that suits their role, Action Sustainability uses a competency framework to set out an individual career path for every role.

Managers are offered support in their roles through coaching and mentoring. There is also a peer sharing initiative for connecting with and talking to other managers in the organisation.

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Manufacturing

FUJIFILM Diosynth Biotechnologies

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Understanding the importance of mental health, FDB puts wellbeing at the forefront of the business. Initiatives such as counselling and occupational health are available to employees, as well as 40 in-house mental health first aiders to support those who may be struggling. Managers have also been enrolled on a mental wellbeing course to support teams.
The organisation offers a range of in-house training for all employees, including its Train the Trainer programme, for employees who wish to become a trainer, and its Transactional Management Development and Transformational Leadership Development programmes that support its talent management strategy. It has also developed in-house coaches and mentors to promote a blended learning approach.
The organisation continues to host a range of internal events for local and national charities such as MIND, Macmillan, and Brain Tumour Research, and supports local community sports clubs for children and adults. Match funds of up to £150 are given to individual employees, or £50 to colleagues participating in the same charitable event.
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Not For Profit Body's

Broads Authority

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Both new and developing managers are provided with specific management training and all are given access to an annual development programme to help them develop the key skills needed in their roles.
After the pandemic forced different ways of working, the organisation is now trialling agile working practices in those teams where the nature of the work undertaken allows it. All newly appointed employees will be invited to participate in the trials.
As well as having an Employee Assistance Programme in place for employees' wellbeing needs, the organisation gifted each member of the team an extra day's annual leave between Christmas and New Year in recognition of their hard work during the Covid-19 pandemic.
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Property

Sewell Group

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Seeking to provide impactful development opportunities for all, Sewell offers a range of programmes including its talent pipeline, Mentor Ship Programme, and ‘Talent takeaway’ – from which employees can choose from a menu of courses. This year the organisation placed a focus on its leadership discovery programme, inspiring and developing future leaders of the business.
For any employees struggling with their mental health there’s an increased number of mental first aiders on hand to provide support and guidance. There’s also useful resources and helpful assets on offer for all employees, including suicide awareness training, ‘Grocery Aid’, and ‘Stress Busters’.
The group donated timber and stones to community gardens and allotments, as well as offering upcycling workshops and encouraging ecology projects such as building bird boxes and bug hotels. Staff are encouraged to participate in litter picks and recruit Green Champions across the business who act as environmental ambassadors for the group.
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Not For Profit Body's

Hull University Students' Union

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Wellbeing is a priority for the union, which has joined up with the Mindful Employer Charter to give staff access to a 24-hour hotline, seven days a week. Staff are encouraged to take regular breaks throughout the day and support is given to managers to help them deal with those employees struggling with their wellbeing.
The organisation supports its employees’ development in a number of different ways. This includes regular opportunities for staff to attend paid-for training programmes that complement their roles. The union’s team of presidents also attends a residential programme, where external facilitators come in to deliver training and development.
As a registered charity, Hull University Students' Union’s primary purpose is giving something back to the community. Students are encouraged to organise and participate in fundraising events through the Raise and Give society, benefiting numerous charities. Employees are also given corporate social responsibility days to volunteer and develop within the community.
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Insurance

Covéa Insurance

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This year Covéa launched ‘VIBE’, a new approach to performance management using coaching to help employees develop a leadership style to support their people in setting goals. The company also runs monthly development sessions for employees and offers Accelerate Mentoring Learning pathways to those interested in becoming a mentor or mentee.
Covéa offers a suite of wellbeing tools and services for employees, including 24-hour access to one-on-one support through its Employee Assistance Programme and internal mental health first aiders. The company has a vitality scheme that offers colleagues access to benefits such as free lunchtime workouts and opportunities to earn rewards for looking after their wellbeing.
Having launched its ‘100k Charity Drop’ this year, the organisation gave employees the opportunity to nominate charities close to their hearts to receive a share of £100k. Thanks to them, over 100 charities have benefitted from donations. Employees are also entitled to one match-funding donation and one sponsorship request each year.
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Charity's

The Anglican Diocese of Leeds

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Placing focus on its environmental efforts, the Diocese is working hard to ensure all its properties are environmentally friendly and that the organisation reaches net zero carbon by 2030. Employees passionate about protecting the environment recently created a ‘Tree-Planting Squad’, where they work towards planting trees on diocesan land.
With a belief that employee development should go beyond annual appraisals, the Diocese encourages the pursuit of personal growth. The organisation’s appraisals process consists of a mid-year meeting with every employee, as well as an annual review to assess progress and create a personalised learning plan incorporating a variety of training programmes.
This year, the Diocese made employee wellbeing its top priority, providing staff with access to an Employee Assistance Programme (EAP) and a 24-hour confidential phone line to discuss any issues they are facing. The organisation’s intranet has a dedicated wellbeing section covering a variety of topics, as well as informative staff videos.
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