What are companies doing with regards to 'My Company'

Savvy offers a very intensive and inclusive induction programme. Before any new recruit starts at Savvy they send them out an electronic Savvy Welcome Pack - complete with their role description and details of their induction programme including what to expect on their first day.

Savvy champion communication. Every summer they have an away day where they provide a strategic company update and a team building activity.

Savers have introduced a new development programme called The Futures Leaders Programme. The Future Leaders Programme is aimed at fast-tracking a small group of high potential store managers and area managers to their next level of management.

Savers have a flat structure to ensure that the senior leadership team are close to all aspects of the business. The stores are the primary focus and senior leaders are in stores every week, listening and talking to the teams.

Managers receive ongoing support through coaching and mentoring and paid subscriptions to the membership body.

SAHA provide access to online support, they constantly review employee workload and make reasonable adjustments if needed.

S&G Response believe in giving back to local charities and focus on children, the elderly and families in living in poverty. Employees are encouraged to collect non-perishable foods which are then donated to a local food bank.

S&G Response have bespoke manager training on basic skills, conducted externally by a training provider Lamont Jones. This includes all people management policies and procedures and soft skills development for bringing out brilliance in their teams.

RRG offer state of the art training facilities at a dedicated Learning & Development Academy at one of the RRG Centres in Stockport which is available to all employees.

The leader ensures they make regular site visits, and is visible and open to suggestions from all employees.

Every team is given £100 per team member each year for a team/department wide team building event that they can organise of their choice.

Their Objective Manager platform visibly aligns everyone's individual business and personal development objectives to the firm wide strategy and department business plans.

Branded 'Thank You' cards are available in breakout areas so any colleague can say thank you for a job well done, hard work or exceptional effort by sending these to their colleague. Managers can recommend any individual in their team for an award up to £500 to recognise one-off work or achievement.

Royal Society of Chemistry run a 'wellness week' every two years, the aim being to engage employees in looking after their physical, mental, emotional and financial wellbeing.

The hotel is deeply committed to training young and disadvantaged people in the hospitality industry, and so partnered with The Clink Charity, a prisoner and young-offender rehabilitation initiative.

On their first day, new team member's will have breakfast with their Senior Manager and other new starters to ensure a personalised welcome before they go on their first 'Welcome Day'.

RCP hold a dedicated wellbeing week at the beginning of every year. They draw on staff member's experiences and skills to run wellbeing sessions as well as hiring external specialists to run sessions.

RCP have a 12 month, modular leadership and management programme called 'World Class Manager' which is run by Global Growth Institute. Its aim is to develop core leadership skills through short, quick and bite size modules, which managers can undertake flexibly.

RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.

RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.