Stonegate on verge of winning Best New Wellbeing Strategy

By Alice Leader

- Last updated on GMT

Career pathway: Stonegate has been recognised for its wellbeing strategy
Career pathway: Stonegate has been recognised for its wellbeing strategy

Related tags Stonegate mental health

Stonegate Pub Company could be named Best New Wellbeing Strategy, due to its focus on improving staff and work culture.

Organised by the Reward & Employee Benefits Association (REBA), Stonegate has made it through to the final in the ‘Best New Wellbeing Strategy’ category, which recognises businesses that have successfully implemented the first phase of a wellbeing strategy within the past two years.

As reported by The Morning Advertiser​ in November last year​, Stonegate launched a mental health training programme in partnership with the Licensed Trade Charity.

The training is designed to give team members the confidence to have conversations with team members that may require support and assistance with mental health issues.

Over the next few months, more than 1,000 general managers and line managers will take part in face-to-face workshop sessions designed to help them identify colleagues who may be struggling.

Growing talent from within

Stonegate HR director Tim Painter said: “We are delighted that the REBA judges have recognised us for our commitment to the health and wellbeing of our employees.

“In the past few years, our team has worked hard to introduce a number of new initiatives that offer support to staff.

“The mental health training programme is a significant investment for our business, but we firmly believe it is important to address this area as part of our employee wellbeing programme. 

“We also recently launched an innovative, self-managing, ‘I-choose’ app to offer greater flexibility around working hours and lifestyles.”

The company’s strategic approach is to grow talent from within, enabling employees to be the best they can be through its award-winning, forward-looking, ‘Bar to Boardroom’ career development programme, Albert’s Theory of Progression (ATOP).

This offers a complete career pathway to take team members to area manager and beyond, into operations or head office roles and, ultimately, to the boardroom, should they have the desire, drive and capability.

Satisfaction scores

Over the past two years, the company has had more than 4,000 employees engaged with the programme and has developed over 300 employees from deputy manager to general manager, enabling them to take on high turnover businesses, often from a young age.

Aside from equipping employees with the business and personal skills to manage, the programme provides support for mental, physical and financial wellbeing, enabling them to better cope with business and personal challenges, as well as sanctioning improved wellbeing.

This has resulted in improved employee satisfaction scores, reduced employee turnover and a more engaged and satisfied workforce.

Painter continued: “As well as our award-winning training, we have a fantastic recognition and reward programme, which celebrates outstanding work at both a local and national level. We would be delighted to win this prestigious independent award and look forward to the final.”

The winners will be announced at an awards ceremony taking place on 5 March following an afternoon of peer-to-peer workshops.

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