GET ACCREDITED

Journey to

Companies Assessed | 10000

Standard | 56%

Silver | 22%

Gold | 19%

Platinum | 3%

Becoming the Best Companies | 3 Year Accreditations

  • Dedicated practitioner for your organisation
  • Online surveys and 1 to 1 interviews
  • 12 and 24 month checkins with practitioner
  • Accreditation is valid for 3 years
  • Measure the effectiveness of your strategies
  • An action plan for how to progress further
  • Attract more talent to your organisation
  • Automatic entry into our annual awards

WE INVEST IN PEOPLE

We invest in people | 3 year

All the points that make up the framework are based on research into what makes a company succeed in the long-term, and trends in how those successful companies lead and support their people.

Central to the success of any organisation – whatever their size or sector – is the right blend of talent, motivation and leadership.

FURTHER INFORMATION

 

WE INVEST IN WELLBEING

We invest in wellbeing | 3 year

The areas that make up the framework cover all aspects of wellbeing and how they can be affected within an organisation.

This type of behavioural change is what allows a culture of wellbeing to thrive within any organisation.

FURTHER INFORMATION

WE INVEST IN APPRENTICES

We invest in apprentices | 3 year

The UK Government’s Department of Education asked us to develop this framework.

All the points that make up this framework are based on research into what makes an apprenticeship programme work for the apprentice and work for the company.

FURTHER INFORMATION

What the best companies have in common

They invest in people...

1. Leading and inspiring people. Leaders are trusted members of the company. They clearly communicate the company’s objectives and motivate and inspire people to work towards them.

2. Living the organisations’ values and behaviours. Everyone, at every level works with the company’s values in mind all the time. And they have the courage and support to challenge anyone who isn’t doing the same.

3. Empowering and involving people. There’s a culture of trust and responsibility in the company. Each person feels ownership over their role, and empowered to make decisions.

4. Managing Performance. Leaders and people alike set the right objectives, track their progress and act on other people’s feedback.

5. Rewarding and recognising high performance. The company rewards people when they do well. People feel motivated to always do their best work.

6. Structuring work. Each role is designed in a way that works towards the company’s objectives, is rewarding and encourages collaboration.

7. Building capability. Leaders develop their people and make sure they’re given everything they need to thrive at work. And the company hires the right people, at the right time, for the right roles.

8. Delivering continuous improvement. The company is always looking for ways to improve. Leaders will look beyond their industry for inspiration, and any new approaches they find are welcomed by a culture that encourages innovation.

9. Creating sustainable success. Leaders are aware of how the world around their company is changing over time, and are making the right internal changes to not just keep up, but stay ahead.

They invest in wellbeing...

Social

Our framework recognises this as a key contributing factor to workforce wellbeing. It is strengthened by a culture that champions reward and recognition, employee voice, inclusion, diversity, community activities and family-friendly policies.

Physical

We invest in wellbeing will help you understand better whether your people are being supported in the right ways across physical activity, nutrition, musculoskeletal and environmental factors.

Psychological

This is a critical area for any organisation, and the psychological wellbeing of its workforce is likely being tested to its limit at this time. Critical areas that We invest in wellbeing will look for include effective communication, employee voice and how success is celebrated and recognised.

They invest in apprentices...

Commitment

Commitment’s about hiring apprentices for the right reasons. And treating them right. Do you design recruitment and inductions around the apprentice and the programme they’re doing? Do they understand what they’ll be doing? Are they rewarded appropriately?

Development

Development’s about helping apprentices become the best they can be. Are you committed to their education and learning? Do you set them stretching objectives? Are your line managers 100% on board? What are you doing to support them with their assessments?

Communication & Support

Communication & Support’s about making sure there’s a good relationship between apprentices, line managers and training providers. Is there a structured partnership? Do apprentices know their voice matters? Is their wellbeing top priority? Do you celebrate and recognise individual successes?

 

They invest in apprentices...

Commitment

Commitment’s about hiring apprentices for the right reasons. And treating them right. Do you design recruitment and inductions around the apprentice and the programme they’re doing? Do they understand what they’ll be doing? Are they rewarded appropriately?

Development

Development’s about helping apprentices become the best they can be. Are you committed to their education and learning? Do you set them stretching objectives? Are your line managers 100% on board? What are you doing to support them with their assessments?

Communication & Support

Communication & Support’s about making sure there’s a good relationship between apprentices, line managers and training providers. Is there a structured partnership? Do apprentices know their voice matters? Is their wellbeing top priority? Do you celebrate and recognise individual successes?

 

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