Liverpool based company WEALTH at work listed in Sunday Times Best Places to Work 2024.

We are absolutely delighted to announce that we have been named as one of The Sunday Times Best Places to Work 2024 and are proud to have been listed amongst the best ‘Big Organisations in the UK’.

David Cassidy, Chief Executive Officer, WEALTH at work comments, “As leaders in the field of financial wellbeing in the workplace, we are thrilled to be listed and thought of so highly by our colleagues.

We hold very high standards when it comes to our company values. This is encapsulated in the ethos of our business that we call internally, ‘the mum and dad principle’ which simply means ‘if you wouldn’t do it for your mum and dad, then you don’t do it at all’. This is encompassed in our HR policies and can be seen in every aspect of our business from our Financial Coaches to Advisers.

Our colleagues from right across the group are very important to us, as are our clients, so this recognition means a great deal to us and cements what we do as a business and proves that a high level of employee wellbeing results in a happy workplace.”

Notes about the survey: The Sunday Times Best Places to Work 2024.

WEALTH at work is listed in the Big Organisations category employing between 250-1,999 employees.

The Sunday Times Best Places to Work awards survey uses 26 questions from WorkL’s employee engagement survey, developed by behavioural scientists, data analysts, psychologists, business leaders, academics and other independent parties to most accurately monitor employee engagement, wellbeing and discretionary effort in the workplace.

To achieve a high overall engagement score, an organisation must score well across WorkL’s six-step framework;

  1. Reward and Recognition
  2. Instilling Pride
  3. Information Sharing
  4. Empowerment
  5. Wellbeing
  6. Job Satisfaction

In a highly engaged workplace all six steps will be seen positively by employees, albeit in varying degrees. Each of WorkL’s steps consist of between three and five key elements which are measured on a 0-10 scale. An organisation’s overall engagement score is the sum of all question responses divided by the maximum possible values as a percentage.

To be successfully accredited, organisations must achieve a minimum of 70 per cent overall engagement score. Banding threshold is based on both independent and WorkL’s commissioned research on employee engagement initiatives and is reinforced by WorkL’s benchmarking data of more than 70,000 organisations. For an accurate representation of employee sentiment, organisations were required to send the survey to as many current employees as possible. To participate, the big category had to reach a minimum average response rate of 50 per cent to qualify.

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