What are companies doing with regards to 'My Company'

All managers take part in monthly 1:1s for feedback and to give them the tools they need to perform in their roles. They are also invited to undergo two further annual appraisal and review processes. Minimum expectations around communicating with their teams are in place.

Staff received Just Eat vouchers and there were gardening competitions, fun-run challenges and other company-wide events to keep team spirits high. Mental health support channels were set up and senior leaders were visible and on hand as people adjusted to remote working.

All managers at Zen are enrolled onto a Living Leader programme. The programme is very different to other programmes, it looks at the individual as a whole, rather than the person in work. It explores empowerment, responsibility, appreciation and communication – all qualities for helping people to build powerful relationships with everyone they meet and speak to, both inside and outside work. Due to the huge success and feedback, this is now being rolled out company wide.

All managers at Zen are enrolled onto a Living Leader programme. The programme is very different to other programmes, it looks at the individual as a whole, rather than the person in work. It explores empowerment, responsibility, appreciation and communication – all qualities for helping people to build powerful relationships with everyone they meet and speak to, both inside and outside work. Due to the huge success and feedback, this is now being rolled out company wide.

XLN have found that Shadowing is the most effective form of support. Their team always feedback that learning by directly following someone with experience in a higher grade role gives them the confidence to step up. It offers the knowledge and clarity of what is expected. It's the simplest way to find out what good looks like and also identify potential areas where they can make improvements to the way the roles are managed.

XLN prides itself on “promoting within” and as an organisation that can only be achieved by constant employee development. If any employee requests any training, whether specific to their role or not, they will always say yes. They believe if an employee wants to better themselves, then they should do everything possible to retain that ambition within the business and offering unlimited training resource is key to that.

Their Environmental Group meets regularly to assess the ways in which they can make a positive contribution to their surroundings. Some of the projects initiated by the group have included installation of solar roof panels, sourcing of electric company cars to reduce carbon emission, replacing lightbulbs with LEDs (many on motion sensors) and sourcing their additional electricity from a green energy supplier.

They have recently introduced a choir session directed by the Choir Leader that led the group that won last year's BBC Pitch Battle competition. According to research from the CIPD, singing together can be one of the most positive activities they can engage in to boost wellbeing, increase confidence, improve communication and gain a sense of overall achievement.

The Trainee Recruitment Programme is aimed at those with no or little recruitment experience and consists of 6 different workshops which cover the whole of the recruitment lifecycle. They recently had their ‘Festival of Training', the biggest single training event in the history of the company. The programme was covered in a three day event, with delivery from 10 of their managers and Senior Consultants sharing best practice.

The Trainee Recruitment Programme is aimed at those with no or little recruitment experience and consists of 6 different workshops which cover the whole of the recruitment lifecycle. They recently had their ‘Festival of Training', the biggest single training event in the history of the company. The programme was covered in a three day event, with delivery from 10 of their managers and Senior Consultants sharing best practice.

They use a variety of tools to help employee development. One of which is their WW Inspire events where they invite guest speakers to share their experiences of development, including the Olympic Champion Alex Gregory and Celebrity Ambassadors Curtis Pritchard and Alison Hammond.

More recently they have encouraged WW employees to bring the inside out, sharing externally what it feels like to work for their brand. They have achieved this through more effective use of social media - sharing their internal events and development opportunities across LinkedIn and holding Facebook Live Q&A recruitment sessions that give candidates an opportunity to meet the team and ask about their opportunities.

They have recently invested in their managers of the future as a number of employees are undertaking a chartered manager degree apprenticeship through a local university, which is a 4 year program and on completion candidates will gain a BA (Hons) in Business Management and will obtain chartered management status.

Their senior team live and breathe their company values, the employee of the month is based around their values as is the yearly awards. They hold a weekly Senior Management meeting incorporating core areas of trading and the directors invite their platinum employees (those employees that have been with the business for 9 years or more) to a lunch meeting each month to provide an insight into future initiatives for the business and to welcome their suggestions.

For the past few years, amongst a number of other initiatives, they have a Winch team that cycles all the way from London to Monaco - a gruelling 900 km, 8 days, 4 countries all in aid of raising valuable funds to save the oceans. They managed to raise an amazing £80,731.46 for Blue Marine!

For the past few years, amongst a number of other initiatives, they have a Winch team that cycles all the way from London to Monaco - a gruelling 900 km, 8 days, 4 countries all in aid of raising valuable funds to save the oceans. They managed to raise an amazing £80,731.46 for Blue Marine!

They keep in touch with parents and enable them to understand what is happening in the workplace during their leave should they wish. They have flexible working to allow parents to start and finish at different times removing the stress of 'clocking in and out'. They invite to work and social events to keep them in touch.

They keep in touch with parents and enable them to understand what is happening in the workplace during their leave should they wish. They have flexible working to allow parents to start and finish at different times removing the stress of 'clocking in and out'. They invite to work and social events to keep them in touch.

The Club fully funds all apprenticeship qualifications at all levels for anyone who wishes to do one right up to MBA level. They provide modern language (currently Spanish and Italian lessons) for staff– giving the opportunity to learn a new language is advantageous for both personal and professional development.

Mentoring is actively encouraged within the Club at all levels. All staff receive the opportunity to be mentored by someone more senior in the organisation. The best example of this is that the Vice Chairman has employees that she personally mentors. In a recently launched initiative every employee has the opportunity to shadow other key staff members across departments.