What are companies doing with regards to 'Wellbeing'

Employees at Chess can achieve a higher basic salary through the company’s learn2earn scheme. Through Perkbox, the organisation’s people are rewarded monthly via their manager with £20 Perkbox credit to spend where they wish. Chess also runs length of service financial awards for 10 years (£500) and 15 years (£1,000).

Chess’ People Support and Knowledge Team run quarterly 'leaders training update sessions'. These provide leadership training and updates on Best Practice. It also launched Personal Development Plans via its new HR system. These PDP's allow people to document their short, medium and long term career goals and select what tools/resources they will require to succeed.

The organisation is committed to promoting employees’ growth and development. Once per month, an external coach comes in and anyone across the business can participate in the sessions with them. DCM also has an annual away day for team building and development, and away days to encourage growth and inspiring ideas.

Managerial development is offered via a learning and development partner, You Can Now, which offers classes, talks and sessions to build core skills, as well as access to MasterClass, a set of online classes which enable people to develop personal interests and skills.

Team away days provide a mixture of team development, team working, and fun! Cross team working is important to Dougie Mac and there are a number of initiatives where individuals work together. As a hospice there are many team fundraising events including walks, runs, sky dives, and balls.

Dougie Mac has delivered a range of leadership and management courses and team leader programmes. It has a computer based training programme that provides access to a range of management training for managers and aspiring mangers to take. It also provides opportunities for mentoring, shadowing, and external assessment for development.

Developing team members is embedded as a core expectation of line managers and regular 1:1 meetings are expected. More formally, the company supports professional subscriptions and CPD, be that in insurance or professional specialisms. It tracks key talents and these processes feed into both the Benefact Emerging Talent Programme and the Benefact Leadership Development Programme.

Benefact Group runs a leadership programme for middle to senior leaders identified through the talent process as having future potential. This is a modular 18 month programme that covers Leadership and Emotional Intelligence, Innovation Tools, Financial Decision Making, Strategic Analysis and Collaborative Working Methods, delivered across 3 residential events.

At First Response Finance, each position level receives the same bonus and salary figure. The organisation has also previously increased salaries by moving a portion of bonus into salary. This has the added benefit of increased pension contributions and increased monthly disposable income to support employees with the increase in the cost of living.

The organisation supports employee growth through a number of initiatives. Its Future Leader Program prepares aspiring leaders through mentorship and practical skills training. Furthermore, new employees receive an immersive induction to the business, learning about its journey, values, and operations.

Gloucester City Homes fosters personal growth through a comprehensive induction programme and tailored training offerings, including apprenticeships, degrees, and Chartered Institute of Housing qualifications. These initiatives enable employees to utilise their skills and advance their careers within the organisation.

Gloucester City Homes provides a fair deal to its employees through its defined contribution pension scheme with a generous 10% employer contribution, and a FinanciallyWell Loan Scheme for short-term financial needs.

The organisation supports colleagues personal growth whether their choice is to develop in role, progress into other roles in the team, or change ‘career’ within Hastings. It does this by offering employees the opportunity to enrol in professional programmes, apprenticeships, graduate schemes, and internal and external mentoring to on-the-job?training

Hastings Direct has different levels of leadership development, including Operational Leadership Excellence (OLE) – a 12–18-month leadership programme that is focused on building skills, knowledge and confidence to better coach customer facing teams. It also offers Leading 4 Growth – a module-based programme aimed at senior leaders and keeping the group aligned to company strategy.

Hawksmoor’s commitment to sustainability and environmental initiatives showcases their dedication to giving back to society. Their efforts, such as becoming a carbon-neutral restaurant group and reducing waste, demonstrate that their motives extend beyond profit.

At Hawksmoor, managers play a crucial role in maintaining a positive work culture. Through specific training programmes, managers learn how to effectively communicate, offer support and care for their team members, ensuring each member feels valued and trusted.

Sciensus’ Senior Leadership Team embodies the organisation's values, demonstrating commitment daily. This commitment is assessed during performance reviews, ensuring alignment with the company's ethos.

To support employees during financial hardship, Sciensus launched a Salary Finance scheme and a Benevolent Fund, highlighting its commitment to fair treatment and comparable pay and benefits.

High Speed Training champions team spirit and a sense of belonging, showcased through the creation of the #fourwalls internal communication channel, bridging connections within the remote-working team.

The company nurtures personal growth, challenging its employees to utilise their skills and presenting opportunities for advancement, evident in their continuous recruitment drive for innovative talent.