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My Manager

A blue icon with 2 employees in agreement.

My Manager

People Managers Matter

7 in 10 employees leave because of their manager - not the company. Strong manager relationships boost engagement, reduce turnover and drive growth

Best Companies' 8-Factor Engagement Model, focusing on My Manager.

Discover the Companies With Strong My Manager Scores

Andersen James Group

Managers host monthly presentations to spotlight team wins, showcase strong work, and share strategic updates, keeping teams informed and connected to the wider business. The current leadership team is also undergoing a 12-month coaching programme with Amy Williams to build core competencies for high-performing, ethical leadership.

The company’s community-led ethos is demonstrated by the National Three Peaks Challenge, where a team raised £5,020 for The Christie Charity. Furthermore, AJ gave time off to its People and Operations Manager to run creative arts workshops at a local homeless shelter, showcasing its commitment to social impact.

Regular activities like Escape Rooms and Friday Office Drinks spark collaboration and problem-solving, while fostering a consistent space to unwind. Team-building efforts, such as Run Clubs and Padel Tournaments, offer healthy outlets for bonding, and seasonal Sports Days and BBQs bring the whole company together.

Recruitment

HCRG Care Group

The Care Think Do training outlines expectations for managers to promote company values and principles. In addition, policies for one-to-one's and supervision are in place, which are monitored to provide ongoing support and guidance, empowering managers to lead effectively.

HCRG Care Group provides extensive support through its Employee Assistance Programme. This initiative includes a wide range of services such as mental health support, Cognitive Behavioural Therapy (CBT) for various issues including menopause, and difficult conversation coaching to help colleagues navigate challenging situations.

The organisation brings colleagues together through formal and informal events. The Striving for Better networks share best practices, while face-to-face events like the annual Difference Awards and virtual Town Hall events provide opportunities for teams to connect and celebrate together.

Health & Social Care

Cinnamon Care Collection

Managers are highly trained in listening skills and in spotting and managing problems. They are encouraged to coach and mentor their successors, and the company offers a 360-degree feedback programme for leaders, all of which contribute to creating a supportive environment where team members feel comfortable asking for help.

In addition to a competitive 3.5% pay rise for care team members, the company’s career structure is a significant part of its reward strategy. It also offers the 'Spice of Life' benefits programme, which supports employee wellbeing, purchases, health, and pensions, ensuring a fair and rewarding employment experience.

Teams are encouraged to engage in physical activities together, such as walking for charity. The ‘Celebrating Cultures’ initiative promotes an inclusive environment where teams and residents embrace different cultures. The 'Sprinkle of Cinnamon' project also unites team members to make residents’ wishes come true, fostering a sense of shared purpose and camaraderie.

Health & Social Care

Bayfields Opticians and Audiologists

Bayfields Opticians and Audiologists offers several development courses throughout the year, open to all employees. Its internal programme is aimed at creating world-class practice managers signifying the organisation’s commitment to fostering a culture of growth and development.

With regular Team Member Roadshows fostering collaboration and team spirit, Bayfields Opticians and Audiologists ensures that fun and a sense of belonging are integral to the work environment. The values awards further recognise and encourage team efforts.

At Bayfields Opticians and Audiologists, managers are equipped with the tools they need to support their teams effectively. The internal programme 'Greatness Starts with You' underscores the importance of supportive, trusting, and caring management in creating a world-class practice.

Retail

The HBP Group

The HBP Group has a unique approach towards career progression. It creates tailored development plans for each employee, catering to their unique aspirations and skills, thereby ensuring personal growth and job satisfaction.

The HBP Group champions team spirit and camaraderie through its Team Engagement Budget. This allows teams to participate in activities outside of work, strengthening their bond and sense of belonging.

The company promotes a supportive management culture. Managers have regular one-to-one sessions with their line managers from the leadership team, discussing their wellbeing, performance, and team developments.

Business Services

Ocean Holidays Limited

The organisation conducts monthly company meetings for all employees. Each session delivers clear information about the current business status and plans and forecasts for the months ahead. Ocean Holidays also hosts guest speaker events to educate and share knowledge, and its annual Summer and Christmas parties, both of which are fully funded for all employees.

Ocean Holidays supports Haven House Children’s Hospice and raised over £100,000 for the charity. It regularly organises fundraising events, including sponsored walks, quiz nights, fancy dress competitions, and its annual Rudy's ramble.

Ocean Holidays partners with EveryMind at Work, who run webinars on all forms of mental health and help managers to support their teams. The organisation also has trained Mental Health Champions who play a proactive role within the company and are able to sign post individuals to the get the support they need.

Leisure & Hospitality

Mansfield Building Society

Mansfield Building Society offers a comprehensive Management Development Programme for all current, new, and aspiring managers. Covering a range of key management skills, this 18-month programme ensures employees are challenged and their skills utilised effectively.

Mansfield Building Society prioritises employee wellbeing, with initiatives such as the Wellbeing Champions and Menopause Policy. The Society has also provided employees with fans and sanitary products, reflecting its commitment to employee welfare.

The Society encourages team spirit through events like the monthly Tea for the Soul sessions and the Summer BBQ. These events, along with initiatives like the old-fashioned school sports day, foster a sense of belonging and fun within teams.

Financial Services

Broadland Housing Association

A budget is set aside each year to offer teams the chance to get together for something fun and encourage and support the team work ethic. Some examples are crazy golf, and coffee and cake. The organisation also holds a biannual event to ensure that all field based employees have an opportunity to get together.

The business provides secondment opportunities for current employees to become Managers/Team Leaders or side step into a different area of the business which often leads to that individual doing the role on a permanent basis. It has ensured that new managers within the organisation have access to CIH training and other training they may need.

Broadland Housing Association are part of a campaign called Independent East where it has teamed up with other Housing Associations to provide learning and awareness sessions on a range of subjects designed to develop employees by giving them awareness of certain situations that tenants or colleagues could be facing.

Housing Associations

Vantage Consulting

New starters undergo a structured six-week Training Academy utilising a New Hire Tracker to build strong foundational recruitment skills. Ongoing career development is supported by the NextGen Network alongside targeted apprenticeships. These initiatives directly drive internal progression, enabling employees to rise from entry-level roles into senior international leadership positions.

Teams build strong connections through themed sales days, competitive challenges and regular Friday gatherings to vote for the weekly Player's Player. This collaborative atmosphere encourages shared experiences, leading many employees to spend time together outside work participating in social activities like padel, golf and gym sessions.

Managers undergo comprehensive development covering performance management, employee engagement and accountability. Supported by direct one-to-one coaching from senior leaders and university-led programmes, leaders successfully reinforce business goals. This practical, on-the-job training builds managerial confidence and ensures capability when conducting structured performance reviews and guiding team growth.

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Stori

Employees expand their capabilities through Mandatory and Core training schemes alongside enhanced training options that promote career development and sectoral specialisation. By offering professional ILM qualifications, the organisation systematically elevates internal skillsets, directly helping the workforce adapt to future challenges and specialised sector demands.

Bespoke engagement events run by local teams foster strong internal connections, which are further supported by seasonal online quizzes featuring voucher prizes. Regular lunch and learn events and all staff meetings keep colleagues connected, facilitating open knowledge sharing and collaborative peer support across different locations.

Managers build consistent leadership capability by completing a core set of courses covering essential supervisory skills, investigation skills, leadership principles and handling grievances. This structured training ensures that team leaders are fully equipped to guide their staff, resolve issues effectively and support career development.

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Synergy Car Leasing

Managers build strong alignment by conducting structured quarterly one-to-ones while maintaining an open-door policy for clear feedback. To reinforce leadership capability, all people managers complete a two-day People Management training programme, backed by internal coaching from their own line managers to help guide their teams.

Teams collaborate closely through daily morning meetings on Teams to share market updates. Employees actively share knowledge via phone and email, and peer-to-peer nominations allow colleagues to publicly recognise those who go above and beyond, rewarding them with a lucky dip voucher or biscuits.

Synergy Car Leasing provides an Employee Assistance Programme (EAP) supporting mental and overall Wellbeing. Staff are encouraged to take lunch breaks, with the business offering flexible time for those utilizing the gym next door or going on walks to complete workouts, alongside providing a full day off for birthdays.

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Zest

Zest allocates a dedicated training budget and holds monthly meetings to assess learning priorities. A new Learning Management System enhances access to materials and a comprehensive skills and development project aims to map clear career pathways for those wishing to advance within the organisation.

The company provides a fair deal through performance-related pay increases throughout the year. Additionally, a yearly bonus is awarded based on both company performance and personal performance, directly linking individual contributions to overall organisational success.

Managers at Zest are supported with a comprehensive Manager Toolkit, offering guidance on recruitment and performance management. This is complemented by proactive conversations with the People Team, along with ongoing training and development opportunities to help them confidently navigate their responsibilities and grow in their roles.

Utilities

Kiddie Capers Childcare

Kiddie Capers Childcare is committed to employee growth. The company actively supports and funds staff qualifications, helping them to expand their knowledge and skills. Many team members have progressed from practitioner roles to management, demonstrating the company's dedication to career development.

Kiddie Capers promotes a culture of teamwork and camaraderie. The company's ‘fun fund’ allows teams to choose and enjoy activities together, fostering a sense of belonging and unity within the group.

At Kiddie Capers, managers are supportive and caring, providing employees with the necessary assistance and guidance. They appreciate the hard work of their team, as evidenced by the monthly Amazon vouchers awarded for full attendance.

Education & Training

Aquavista

Aquavista’s social committee ensures that there is a regular schedule of events throughout the year to look forward to. Leaders and managers are further encouraged to schedule regular team meetings with some of those focusing on team building exercises.

Aquavista provides managers with a combination of face-to-face and online learning covering both practical skills around the employee lifecycle as well as understanding behaviours and the links between behaviour and performance. The focus is on getting the best from your team as a Manager.

Every year, Aquavista chooses a charity to support. This year is Young Lives for Cancer. The organisation hosts numerous events throughout the year to raise funds, including a walking challenge and its summer market.

Leisure & Hospitality

ElectraLink

ElectraLink offers performance based pay increases and performance bonuses which are divided into three tiers. Tier One is for every employee and is based on company profit, paying out up to 100% if targets are beaten. Tier Two is team based targets for joint goals, and Tier Three is individual targets.

In 2023, ElectraLink introduced its Leadership Academy which is mandatory for anyone with line management responsibilities. It covers topics such as fair and inclusive recruitment, leadership styles, engaging your team, emotional intelligence, metrics, performance management, managing through change and building, and sustaining successful and high performing teams.

The organisation strongly believes in the importance of developing its people. On an annual basis, everyone sits down with their manager to have a development conversation and produce Personal Development Plans. Those identified as future talent can also access additional funds and ElectraLink is currently supporting three employees through their MBA.

Technology

Noble Foods

The Good Vibe Tribe at Noble Foods is a group of colleagues that champion the organisation’s wellbeing agenda and deliver initiatives across a calendar of events. These events include webinars on subjects such as managing stress and anxiety, and training managers to highlight mental health awareness.

The Noble Leaders Group have a specific Aspire pathway which covers management and leadership, time management and presentation skills and is delivered through formal programs, coaching and action learning sets. Elements of the NLG pathway are then delivered to wider management groups.

The organisation’s Aspire programme provides development opportunities for all. Through its talent and succession process, Noble Foods seek to highlight future talent and unsure development plans are in place to nurture this. The company also runs a number apprenticeship programmes.

Food & Drink

The Recruitment Group

The Group is deeply invested in providing personal growth and development opportunities to its management teams, offering a Level 3 apprenticeship programme in management and leadership and a comprehensive six-week training programme for branch managers. These initiatives provide opportunities for skill enhancement and career progression.

The Group has an Employee Assistant Programme which all colleagues have access to. Employees can access counselling services 24/7 and a wide range of self-help plans from debt management to improving sleep. The organisation also has a number of Mental Health First Aiders across its branch network that provide further support.

The Recruitment Group foster team spirit through pulse meetings for branch managers, regionals and head of departments every 3 months. Weekly teams meetings with branch managers and regional managers, and the sales team help provide organisational clarity, and yearly awards evenings with dinner and accommodation provided celebrate the employees who have live the Group’s values.

Recruitment

Computeam

Team incentive budgets, which managers can use on team activities, rewards and recognition continues to encourage staff to maintain their positive work attitude and customer service. The organisation also regularly takes part in team challenges and charity fundraising across all its offices to bring teams together and encourage cross-team communication.

The organisation has launched an Employee Assistance Programme service which has a dedicated management support function that is available 24/7 for guidance and support on all employee wellbeing matters including managers own mental health and how to support a team member with mental health concerns.

The organisation host annual summer and end of year parties and adopt a culture of praise by recognising people in its monthly Compunews which encourages people to nominate colleagues for values and performance. It also has a Profitshare Scheme, meaning that employees benefit from overall company performance and are awarded additional shares based on tenure.

Technology

The Utility Regulator

During the past year, the organisation promoted a new Kingsbridge Health plan to staff and also worked with Benenden Healthcare to provide information to staff who might benefit from monthly membership. It further supports it employees through Mental Health First Aiders, Inspire EAP, and training on Neurodiversity.

Utility Regulator have held a number of fundraising events throughout the year for a staff nominated charity. Employees have donated money, items, and volunteered their time. The organisation is also an active member of Business in the Community NI, helping to support various charitable activities.

Utility Regulator has introduced a leadership development programme to reinforce need for collective leadership and the importance of basic management functions, and to improve communication on corporate issues, increase awareness of governance requirements, promote cross directorate ways of working and support learning and development.

Utilities

The Manufacturing Technology Centre

The Manufacturing Technology Centre offers ample opportunities for personal growth. Initiatives like the 'Advanced Manufacturing Training Centre' and the 'National Centre for Additive Manufacturing' allow employees to develop and utilise their skills in a challenging and innovative environment.

The 'Celebrate Success - Team Building initiative' at The Manufacturing Technology Centre encourages team spirit and a sense of belonging. It allows teams to recognise and celebrate their achievements, enhancing camaraderie and fun within the team.

Managers at The Manufacturing Technology Centre ensure a supportive and caring environment for their team. Regular 'State of the Nation' events hosted by the Exec team provide transparency about the company's progress, strategic changes, and financial performance, fostering trust between managers and their teams.

Education & Training

The Cumberland

The Cumberland operates as a purpose-led mutual building society dedicated to a kinder banking experience. Positive feedback in the b-Heard survey demonstrates that this clear, values-driven identity resonates strongly across the workforce, driving genuine employee engagement, alignment, and long-term brand loyalty.

Senior leaders drive alignment using a unified appraisal scheme that cascades objectives directly to all colleagues. Transparency is actively maintained through monthly CEO updates and quarterly Townhalls with anonymous Slido Q&As, ensuring open, authentic communication across all levels.

People managers at The Cumberland receive structured support through dedicated training, coaching, and regular one-to-one sessions. This comprehensive guidance equips managers to effectively lead their teams, foster open communication, and consistently support employee development across all career stages.

Financial Services

Abbeyfield Living Society

All employees of The Abbeyfield Society have access to a range of wellbeing initiatives. These include an e-voucher scheme, a generous pay review and enhanced benefits, an Employee Assistance Programme, and financial fitness advice.

All leaders participate in the society’s Leadership Excellence Programme accredited by The Institute of Leadership and Management (TILM) and endorsed by Skills for Care. The programme includes 24/7 access to the TILM My Leadership platform and a variety of learning initiatives to support continuous professional development. This includes workshops, blended learning and 121 coaching.

To support employee growth, the society provides access to an LMS containing multiple high-quality online learning courses, and career pathways. The organisation also offers apprenticeships and a leadership development programme.

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SMS

SMS offers a number of different forms of leave depending on an employee’s circumstance including compassionate leave, fertility treatment, miscarriage, bereavement, and other unfortunate or unforeseen circumstances. Paid time for dependents - emergency cover, unpaid. It has 2023 increased our paternity leave package to two weeks of full pay.

It has also recently introduced a bespoke management development programme (MDP) - which has been designed to ensure its managers and team leaders have the core skills and competencies needed to perform their jobs successfully. The programme consists of a number of managerial, coaching, and developmental modules.

SMS has continued to ensure engagement with its people. Organisational clarity has come from the CEO, Chief Operating Officer, and Chief People Officer having regular contact with employees via short video updates, e-mails, texts, pulse surveys, and five employee resource groups. The organisation’s mission, vision, and purpose were communicated via annual performance and development reviews.

Utilities

SAUL Trustee Company

SAUL Trustee Company fosters a deep sense of pride in its team, with a strategic goal centred around employee engagement. Its efforts to create a family-like atmosphere where everyone is valued, contributes to a sense of belonging and the feeling of making a difference.

SAUL Trustee Company prioritises employee wellbeing with mental health first aiders, an Employee Assistance Programme (EAP) helpline, flexible working arrangements, and lunchtime workouts. This approach helps balance work and personal life, reducing stress and enhancing performance.

Managers at SAUL Trustee Company play an integral role in supporting employees. They actively participate in social initiatives, hold regular coaching conversations, and check-in with their teams regularly. This approach fosters a feeling of being cared for and trusted within the company.

Financial Services

NCC

NCC's commitment to personal growth is evident in initiatives like the Composites Conversion course. This programme provides non-composites engineers with intensive training, offering a unique opportunity to expand their skill set and grow professionally.

NCC's participation in the SusWind project demonstrates its commitment to giving back to society. This initiative aims to discover and demonstrate viable ways to recycle composite wind turbine blades, reflecting the organisation's dedication to environmental sustainability.

NCC's values the role of managers in employee development. This is demonstrated through its provision of mentoring and coaching programmes, which help ensure that employees feel supported, trusted and valued by their immediate supervisors.

Not For Profit Body's

Namos Solutions

Namos Solutions provides managers with formal ILM training, enabling them to offer robust support to their teams. The company also promotes mental health awareness, arming managers with the tools to care for their team's wellbeing.

Namos Solutions encourages its colleagues to build strong relationships by organising team building activities throughout the year. It further hosts an annual Spring Party which brings the business and teams together for a company-wide update.

The company prioritises employee wellbeing by offering a comprehensive private health insurance scheme. The plan includes a robust wellbeing programme, mental health support, and an EAP, striking a balance between work and personal life.

Technology

Amplius

Longhurst Group fosters pride and value among its employees through initiatives like Living our Values awards and 5 for 25 roadshows. These platforms not only celebrate the collective achievements but also allow employees to contribute directly to the Group's strategy.

Longhurst Group's leaders are actively involved in employee engagement, hosting two in-person roadshows per year and bi-monthly townhall sessions. They also encourage employees to nominate their peers for the Living Our Values awards.

Longhurst Group ensures that its managers are equipped to provide support and care to their teams. The Group offers mental health training for managers and has made the Management Development Programme mandatory, reinforcing expectations from line managers.

Housing Associations

Benefact Group

All employees have access to private health cover, a 24/7 virtual GP service and a 24/7 employee assistance helpline. The Group has also developed a 'mental health pathway' which links providers together to ensure effective routing to the right professional help first time, no matter who they contact first.

Benefact Group runs a leadership programme for middle to senior leaders identified through the talent process as having future potential. This is a modular 18 month programme that covers Leadership and Emotional Intelligence, Innovation Tools, Financial Decision Making, Strategic Analysis and Collaborative Working Methods, delivered across 3 residential events.

Developing team members is embedded as a core expectation of line managers and regular 1:1 meetings are expected. More formally, the company supports professional subscriptions and CPD, be that in insurance or professional specialisms. It tracks key talents and these processes feed into both the Benefact Emerging Talent Programme and the Benefact Leadership Development Programme.

Insurance

Dougie Mac

Dougie Mac holds regular sessions to support the mental health of its employees. It has reflection sessions, facilitated sessions with its Spiritual lead helping individuals to focus on themselves. It also has mental health first aiders across the organisation who are accessible to all staff as well as domestic abuse champions.

Dougie Mac has delivered a range of leadership and management courses and team leader programmes. It has a computer based training programme that provides access to a range of management training for managers and aspiring mangers to take. It also provides opportunities for mentoring, shadowing, and external assessment for development.

Team away days provide a mixture of team development, team working, and fun! Cross team working is important to Dougie Mac and there are a number of initiatives where individuals work together. As a hospice there are many team fundraising events including walks, runs, sky dives, and balls.

Charity's

Digital Cinema Media

DCM has an extensive range of benefits that support and prioritise its staff’s wellbeing. These include monthly access to an independent coach, an Employee Assistance Programme, and as well as GP, mental health, physiotherapy and life and money support via Help@Hand. Everyone also has full access to the MyMindPal app to help handle daily challenges.

Managerial development is offered via a learning and development partner, You Can Now, which offers classes, talks and sessions to build core skills, as well as access to MasterClass, a set of online classes which enable people to develop personal interests and skills.

The organisation is committed to promoting employees’ growth and development. Once per month, an external coach comes in and anyone across the business can participate in the sessions with them. DCM also has an annual away day for team building and development, and away days to encourage growth and inspiring ideas.

Marketing & Media Agencies

Chess

Chess has an initiative called Future Fit which focuses on the physical and mental wellbeing of its people. On physical wellbeing, it runs theme weeks during which it encourages its people to be active with step counting competitions, couch to 5K, and virtual exercise sessions such as pilates and clubbercise.

Chess’ People Support and Knowledge Team run quarterly 'leaders training update sessions'. These provide leadership training and updates on Best Practice. It also launched Personal Development Plans via its new HR system. These PDP's allow people to document their short, medium and long term career goals and select what tools/resources they will require to succeed.

Employees at Chess can achieve a higher basic salary through the company’s learn2earn scheme. Through Perkbox, the organisation’s people are rewarded monthly via their manager with £20 Perkbox credit to spend where they wish. Chess also runs length of service financial awards for 10 years (£500) and 15 years (£1,000).

Technology

Bible Society

The organisation provides access to private health insurance, and promotes health cash plan webinars which employees can sign up for that promote ways to exercise in the office. It have also upgraded and provided access to our orchard for employees to sit and relax and host meetings.

Since 2017, Bible Society has partnered with Knowledge Brief to deliver an inspirational, accredited management programme. Successful candidates obtain a Chartered Management Institute (CMI) Level 3 or 5 Certificate/Diploma in Leadership and Management. Seven managers have completed their Level 5 programme with distinction and two aspiring managers have completed their Level 3 programme.

Bible Society has a partnership with Salmon Swimming, which specialises in empowering companies to integrate values-driven culture and strategy. Two newly promoted managers completed Salmon Swimming’s ‘Altitude’ specialist course, a one-year course for individuals aimed at rapidly accelerating their growth. It has also rolled out 5 Voices training to understand how to communicate more effectively.

Charity's

AllClear Travel Insurance

The company's learning-management system incorporates gamified, app-based learning, which allows staff to learn at home and at work. A video-learning library offers short courses covering a wide variety of skills and knowledge. Two coaching programmes drive performance and the company has a catalogue of personal-effectiveness training courses.

A team of 15 participated in the RideLondon-Essex 100 cycle event and raised more than £7,000 for Diabetes UK. The company is running small events, such as bake sales, and plans to reintroduce larger charity events towards the end of the year, supporting mental health and breast cancer charities and Children in Need.

A people-manager matrix or leadership-competency matrix is used by managers to evaluate their competencies and behaviours. A selection of courses covering e-learning, video learning and instructor-led training is available throughout the year, allowing managers to develop new skills and refine existing ones.

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Specialist Care Team

Managers facilitate monthly welfare catch-ups by telephone to check on staff without discussing work tasks. Through eight-weekly supervisions and regular service visits, they provide consistent recognition and support. This visible presence ensures that frontline experience informs senior decisions, creating a supportive, "safe to speak up" culture for all.

Senior leaders "walk the talk" by using values to guide every decision and quality standard. They maintain an open-door policy and conduct regular audits to recognize great practice while addressing drift early. By aligning with the Leadership Qualities Framework, they ensure integrity and safety remain at the heart of operations.

To reduce isolation, Specialist Care Team uses a rota design that rotates double-ups, allowing colleagues to build diverse peer relationships. Relational team meetings every 6–8 weeks prioritise informal connection time. This focus on in-person interaction and shared induction meals helps community-based staff maintain a strong sense of belonging.

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Mova

Mova’s Wellbeing Forum meets to discuss the current wellbeing climate, concerns, goals and a calendar of events. This year, it has planned drop-ins on financial wellbeing, the menopause, loneliness and caring for people who are unwell. Its Wellbeing Charter includes an hour per week set aside for individuals to do something that supports their wellbeing.

Last year, Mova raised £1000 for charities. Fundraising activities included a Macmillan coffee morning, Save the Children Christmas Jumper day, Movember and Miles for Mind. It also supports a grass roots football team and has extended its charitable giving through a matched funded scheme, where up to the value of £250 will be matched.

The organisation has created a leadership community who meet informally to talk all things leadership, and as topics for development are identified workshops are set up. This has included Feedback, Setting Objectives, Leaders as Coaches, Growth Mindset and more business as usual topics such as handling bonus awards and pay reviews.

Telecom

Bleecker Burger

Bleecker Burger instils pride in its employees through its commitment to diversity and inclusion, creating a workplace where every team member feels valued and empowered to contribute to the organisation's success.

Managers at Bleecker are encouraged to become Mental Health First Aiders, ensuring they are equipped to support and care for their team members effectively.

Bleecker Burger supports employee development by offering role-specific training plans and opportunities for managers to attend mentoring and coaching programs, fostering skills and career advancement.

Leisure & Hospitality

South Hampshire College Group

Fareham College is embedded in the local community, supporting the area's economic growth and up-skilling its people. It also works with local charities. This has included inviting a local mental wellbeing charity to support employees' personal development and help the College strengthen its offering and support for students and staff.

Aspiring and existing managers are supported through development training, covering areas such as self-awareness, agility, commercial and financial acumen and operational effectiveness, including becoming great people managers. The College also offers bespoke support for aspiring leaders, including external strategic qualifications, professional courses and conferences.

Employees have access to a Health Cash Plan, including skin cancer screening, dental check-ups, specialist consultations, discounted gym membership, and money off at cinemas, shops and restaurants. Staff also have free 24/7 access to counselling services. And in early 2023, managers will be trained to support team members through menopause.

Education & Training

Tommies Childcare

Tommies Childcare supports employees’ wellbeing through its Wellness Action Plan; an individualised plan that outlines symptoms, triggers, and support needed to be put into place for an employee. This is reviewed in line with need and is an opportunity for employees to have a dedicated, non-judgemental discussion with their manager about how they are feeling.

Tommies Childcare offers a managerial Leadership and Development programme, delivered through an external organisation. This consists of one-to-one coaching sessions for Managers, leadership discussions, and group exercises.

The organisation runs a training programme where employees get to join Directors, Senior Managers and Managers for training tailored to the development of skills applicable to their roles. The training is not only supportive of Child Development but also outlines how employee engagement can be the difference between a good workplace and a great workplace.

Education & Training

gap personnel group

Every year, the organisation hosts its annual awards ceremony. All employees are invited to this event and provided with accommodation, a three-course meal and an open bar, all funded by the company. Awards winners are provided with an engraved trophy with their name and winning category as well as £1000 cash.

The organisation offers a Management & Leadership training and development course. The topics covered include: Inspirational leadership, Management vs. Leadership, Situational leadership, Strategic business planning, Excellent execution, Managing performance, Sustainable Growth & Driving Efficiency, Sales management, Strategic relations and commerciality, and more. Employees are able to achieve a Level 3 Team Leader & Supervisor qualification.

Gap personnel group has partnered with training platform provider, Go1. This offers all employees a rich library of existing online courses on a variety of topics, as well as allowing the organisation the opportunity to create its own company specific training materials and making them available to its employees via the platform.

Recruitment

THE PURE FITOUT COMPANY LIMITED

Individual development is prioritised through meaningful 1-2-1 meetings where managers and employees explore career aspirations. By agreeing on personalised development plans, including targeted training and mentoring, the company identifies skill gaps and provides clear pathways for progression, ensuring staff feel empowered to achieve their long-term professional goals.

To maintain a unified culture, the company focuses on shared expectations and collaborative planning across all locations. Meaningful connections are built through regular team check-ins and inclusive updates. These interactions ensure that every team member feels part of a connected, supportive workforce, regardless of where they work.

Managers facilitate an open-door culture, conducting routine 1-2-1s to offer dedicated spaces for feedback and clarification. They use the G.O.A.T of the month initiative to recognise value-driven behaviour. This consistent support and recognition ensure employees feel heard, valued and aligned with the organisation's evolving priorities.

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Startline Motor Finance

Startline Motor Finance ensures managers are well-equipped to support their teams through the management development programme. This initiative focuses on building skills in recruitment, performance development, and leadership, fostering a supportive environment where employees feel valued and trusted by their managers.

Startline Motor Finance encourages social responsibility among its employees through charity events, such as the Christmas jumper day supporting Aware Scotland. These initiatives reflect the company's commitment to contributing positively to society beyond profit motives.

Team spirit is cultivated through office-based training sessions and "all staff days," which include engaging activities like team building exercises and charity events. These initiatives enhance feelings of belonging and camaraderie among colleagues.

Financial Services

Innovia Films

Innovia Films regularly undertakes salary benchmarking to ensure that employee wages are fair. In addition to this, all employees receive a Christmas hamper filled with festive treats made from Innovia Films’ products.

Innovia Films has an established Community Champions group whose role it is to lead the organisation’s charitable and community initiatives. This has included supporting the local youth centre and a number of local sports clubs.

The organisation has implemented a set of training modules for its people managers to give them the skills they need to be more effective in their roles. Managers are given cross-functional projects to support and lead in order to challenge them in leading different teams and to improve their organisation-wide knowledge.

Manufacturing

Wilson Partners

Wilson Partners ensures that its employees are well rewarded and recognised for their hard work through annual pay increases and bonuses. Employees’ successes are further acknowledged at the organisation’s quarterly meetings, and vouchers are awarded to high performers with a charity donation of the same value also being made.

The Thrive Management Development Programme has been designed specifically for Wilson Partners to help its people develop their management skills. Underpinned by the organisation’s core values, the programme is designed to equip participants with the tools to be the great managers of tomorrow. The syllabus includes leadership, soft skills and people management training.

The organisation provides a range of training and development opportunities, including apprenticeships, one-to-one coaching, an online portal with a range of training courses, and external training and resources for specific requirements.

Accountancy

Caledonia Housing Association

The organisation hosts regular in-person events to support its teams to come together and get to know each other. These events range from quarterly business plan updates, to regular wellbeing learning sessions, such as menopause awareness sessions, mental health first aid, and men's mental health.

Caledonia Housing Association has a defined set of leadership competencies for each level of managerial role. These are clearly linked to both the strategic priorities of its business plan and our cultural values and behaviours. Its development planning process for managers links an individual's learning goals to the leadership competencies that apply to their position.

Each year the organisation produces a Learning and Development Calendar which advertises all learning opportunities that all staff can sign up to complete. The courses on offer vary from funded courses through the Flexible Workforce Development Fund, inhouse developed courses, and external courses that the organisation has sourced.

Housing Associations

UK Power Networks

UK Power Networks fosters a deep sense of belonging through celebrations to mark its 15th anniversary and the "Living Our Values" (LOV) Recognition Awards. By hosting events at iconic venues like the Natural History Museum and The Guildhall, the organisation reinforces a culture where long-standing service and value-driven contributions are celebrated, strengthening employee pride.

Managers act as role models, supported by the Engaging Leaders Programme and New Leader Onboarding. They facilitate monthly team briefs and present certificates for peer-to-peer value nominations. This approach ensures leadership remains visible and supportive, while the Leadership Academy helps managers at all levels develop the skills to lead effectively.

The organisation invests heavily in development through its Leadership Academy and "Supported Studies" programme, committing over £1m to external qualifications. Initiatives like the Digital Academy upskill employees for the future, while the Technical Training team ensures safety and expertise. These schemes empower staff to gain Chartered Manager status or MBA qualifications.

Utilities

Transport for Greater Manchester

Transport for Greater Manchester offers continuous learning opportunities, such as eLearning modules and cross-team mentoring, ensuring employees feel challenged and their skills are utilised. The behavioural framework also supports career development.

Transport for Greater Manchester prioritises employee wellbeing with initiatives like Mindful Monday yoga and its dedicated Wellbeing Community on Viva Engage. It also has a team of trained Mental Health Champions to ensure a balanced work-life environment.

Through the 'My Impact' performance review process, Transport for Greater Manchester ensures that managers support, trust, and care for their team members. This process fosters a shared understanding of expectations and development needs.

Not For Profit Body's

SCAPE

SCAPE's learning and development initiatives, including SCAPE Learn and personalised development plans, empower employees to enhance their skills and advance their careers within the organisation.

The open-plan office at SCAPE promotes collaboration and team spirit, offering both formal and informal spaces for employees to connect and engage with their colleagues.

Senior managers at SCAPE work alongside their teams, fostering a supportive environment where employees feel valued and heard, facilitated by an open-door policy and accessible leadership.

Not For Profit Body's

Murphy

The company's Manager Induction and Supervisors Development Programmes ensure managers are equipped to support, trust, and care for their teams. They uphold the Murphy values and make sure these impact management practices positively.

Murphy multifaceted reward strategy recognises employees' efforts with a range of benefits and reward mechanisms. These include long service awards, wedding vouchers, maternity return bonuses, and the ACORN peer recognition awards.

Murphy promotes a strong team spirit through various initiatives. Its 'Walk & Talks' encourage camaraderie and connection amongst employees. Regular town halls and company-wide briefings ensure everyone feels part of the wider team.

Construction & Engineering

Car Benefit Solutions

Car Benefit Solutions offers its employees a range of wellbeing benefits, including BUPA PMI Insurance, a Medicash Health Plan, BupaTouch and Medicash virtual GP services, and an Employee Assistance Programme. It has also created clubs such as Men’s Mental Health Club and Book Club to support the mental wellbeing of its people.

Car Benefit Solutions has a volunteering scheme called ‘My Make a Difference Day’ where employees can take a paid day to volunteer with one of its charity partners. Employees have undertaken a variety of activities such as dog walking for Manchester Dogs Home and helping out at Bury Cancer Support Centres charity shops.

The organisation’s Leadership Development Programme provides support and development for the differing skill sets, experience, and capabilities across its leaders. Its three pillar programme also includes development for non-‘people leaders’ who it recognises as being instrumental to the company’s success, and their development is equally as important to Car Benefit Solutions.

Business Services

Cairngorms National Park Authority

Cairngorms National Park Authority managers ensure their teams feel supported and trusted. The Managing with Impact training course equips them with the skills to manage difficult behaviours, apply organisation’s policies consistently and balance the demands of their roles with being good line managers.

Leadership at the organisation is approachable and engaging, with the CEO providing regular updates and insights into his role through a blog. The blog includes personal information too such as what he's been up to at the weekend. Senior Management Team meetings are held bi-weekly, ensuring all senior members are involved in decision-making.

The Cairngorms National Park Authority prioritises staff wellbeing with initiatives like the Menopause Support Policy, Neurodiversity Policy and Mental Health First Aiders. The reduction of the working week to 36 hours and the introduction of a Hybrid Working Policy further support work-life balance.

Not For Profit Body's

The Housing Network

The company is committed to being a learning organisation, strengthening retention and building talent pipelines. They offer clear Professional Development Pathways and formal Learning and Development Opportunities, including training and apprenticeships, which help employees feel more capable, confident, and connected to their purpose.

The company strengthens connections through Shared Experiences that build camaraderie and boost morale. Examples include Team Challenges like Tough Mudder, which promotes resilience, and smaller scale Everyday Connection activities such as informal socials and reflective practice sessions.

Managers at The Housing Network are invested in through Structured Development, including leadership training and coaching. They receive direct guidance from the People team via the People & Culture Partnership, and dedicated Wellbeing Support to ensure they feel confident, capable, and supported in leading their teams effectively.

Housing Associations

Scott Brownrigg

Managers receive continuous training through the internal management development programme. This 7-session interactive programme, covering topics like goal setting and difficult conversations, reinforces people management expectations and ensures managers are equipped to motivate, support, and recognise talent effectively.

Transparency is key, with the Strategic Board's vision and goals communicated through the business plan, presented at the beginning of every financial year. The EOT Committee, consisting of elected representatives, maintains a healthy, confidential channel of communication between practice leadership and the wider business.

The practice offers a comprehensive benefits package grouped into four categories: Financial Benefits, Wellbeing, Flexibility, and Staff Development. This includes annual salary reviews, discretionary performance bonuses, and a staff recognition scheme, ensuring that all employee owners are competitively and directly rewarded.

Architect & Surveyor

Croxsons

The company supports development by listening to employees' interests and providing a management development programme for managers, including workshops on employment law and peer networking. They also recently created a management forum, allowing managers to take a lead by collaboratively solving business challenges and sharing insights.

Croxsons gives 15% of its net profit to charitable causes, focussing on a generational shift in measurable outcomes. This funding has supported the rebuilding and multi-year funding of salaries for teachers in Kenya and funded social workers locally to help with abject poverty, life skills, and mental health.

Croxsons provides managers with management development including workshops to expand capability in areas like understanding themselves and others. The leadership style is open, accessible, and big-hearted, ensuring managers listen and explain the 'why' behind decisions, while 1:1s and informal conversations ensure people feel heard.

Manufacturing

Portal Training

Portal Training supports continuous professional development, ensuring employees complete specific amounts of CPD per annum to stretch skills. Learning needs are identified during bi-annual performance and wellbeing reviews. This fluid approach facilitates employee promotion and job changes, which positively impacts the retention of skilled workers throughout the organisation.

The organisation’s We Invest in Wellbeing Gold Accreditation highlights Portal Training's focus. The Wellbeing Working Group promotes physical, psychological, and social health through initiatives like Funded Coffee Catch Ups (up to £10/month) and the EAP, offering 24/7 support for counselling, legal, and financial advice, ensuring comprehensive employee care.

Managers and leaders reinforce vision and values through Away Days and Learning and Development Days. Transparency is key, with an open-door culture encouraging questions. Managers receive support through annual Management Development days and new managers benefit from the Portal Leader programme, ensuring they are well-equipped and high-performing individuals.

Education & Training

Cambridge Enterprise

The Career Progression Framework provides a career development roadmap with clear competencies, resulting in faster promotions at junior levels and a reduced turnover rate of 13.5%. The organisation further supports growth through regular company-wide training and individual financial support for learning & development.

Employees can donate their Spotlight award money to a charity of their choice, and the organisation supports personal charitable efforts with the Matched Fundraising Scheme of up to £100 per person annually. It also promotes environmental responsibility through the Green Impact programme.

The organisation actively commits to strong leadership, evidenced by its excellent manager rating of 8.6 out of 10 in their latest pulse survey. This commitment will be further solidified with the launch of the Line Manager Training Programme in November, enhancing leadership skills across the company.

Education & Training

Tomorrow

Tomorrow heavily invests in its managers' growth and wellbeing, offering bespoke coaching and tailored development plans to support their individual needs. Managers benefit from direct open-door policy access to founders, ensuring they are equipped with guidance and support to handle people challenges effectively.

Tomorrow actively supports St Christopher's Fellowship, creating brighter futures for children through hands-on volunteering like garden clearance and fundraising through organised games nights and sponsored walks, fostering a spirit of community and positive impact.

Beyond tax-free bonuses, Tomorrow provides memorable and personal rewards like tickets to England rugby games and team lunches for high-performing groups. Winners of company-wide challenges are celebrated with prizes, combining recognition with shared experiences to strengthen team connections.

Marketing & Media Agencies

Davies Partnership

Staff development is supported through personalised training plans, mentorship, and the unique development plan SKILL which ensures a clear progression route for every engineer. External CPD sessions and the Degree Apprenticeship Programme demonstrate Davies Partnership’s dedication to continuous learning.

The organisation's collaborative culture is enhanced by initiatives like Early Finish Friday, a reward for hitting the monthly 'fee earning' target. Team Together days and outdoor team activities further strengthen connection, collaboration, and community engagement across all offices.

Managers lead by example, consistently living the company values. They support their teams through clear expectation setting, regular bi-annual one-to-one reviews, and active encouragement for open conversations about workload, ensuring employees feel supported.

Consultancy

Placefirst

The comprehensive Learning and Development framework provides clear career progression pathways, increasing employee motivation and engagement by showing they are invested in. This framework includes regular individual development planning sessions and funded professional qualifications (e.g., MBAs, RICS, CIPD), strengthening the talent pipeline for internal promotion and succession planning.

Teams are encouraged to engage in local community initiatives, such as volunteering days, which strengthen bonds through a shared purpose of improving communities. Collaboration is also fostered through regular In Person Team Days and company-wide events, alongside creative problem-solving sessions at the annual staff conference.

Manager support consistently receives high engagement scores, reflecting leadership grounded in empathy and trust. Managers provide personalised coaching through regular one-to-one’s, and their development is supported by specific training on performance management and coaching, as well as opportunities to represent their teams in leadership meetings.

Housing Associations

BetterYou

At BetterYou, managers undergo a four and a half month formal management training programme to ensure they provide the best support for their teams. Regular meetings, performance reviews, and open communication lines between managers and team members foster trust and care within the team.

The company takes the wellbeing of its employees seriously. From providing regular office massages to hosting mental health workshops and discussions, BetterYou ensures a balanced work-life environment. The company also promotes physical health with initiatives like magnesium water fridges and fresh fruit availability.

BetterYou champions team spirit and camaraderie. Regular themed office lunches, dart board tournaments, and team lunches off-site help foster a strong sense of belonging and fun within the team.

Health & Social Care

Institution of Occupational Safety and Health (IOSH)

IOSH supports employees' professional development, offering paid time off for study and funding course fees. Upon completion, employees receive a salary increase and a development plan, aiding career progression.

IOSH takes a proactive approach to employee wellbeing, offering chair yoga sessions, a mindfulness programme, and menopause support. These initiatives help to balance work and home life and mitigate the impact of stress on personal health.

IOSH promotes a supportive environment, with managers receiving resilience training and access to mental health resources. This fosters an atmosphere of trust and care, ensuring managers are equipped to support their teams effectively.

Not For Profit Body's

Warranty First

Warranty First builds stronger relationships between its people and teams through a variety of team building days and evenings. The organisation also has in-office ping pong tables where employees take part in friendly competitions during breaks.

Management and leadership skills are provided through Warranty First’s inhouse HR consultant. Courses include subjects such as the right to manage, the legal context, emotional intelligence, absence management, wellbeing, and Equality, Diversity and Inclusion.

The leadership team at Warranty First ensures that there is clear communication between all levels of the organisation through regular team meetings and buzz sessions where KPIs and targets are filtered down to individuals.

Financial Services

JSS

Managers at JSS ensures every employee feels supported, trusted, and cared for. Regular one-on-one meetings and performance reviews provide clear feedback and ensure each employee's needs and concerns are addressed.

The company has two distinct programmes for development to promote personal growth and utilise the skills of its employees. Focusing on psychology and behaviour, and operational guidance, employees are encouraged to seek improvement and advancement opportunities.

JSS is committed to maintaining a balance between work and personal life, ensuring the wellbeing of its employees. The company prioritises regular communication and consistent recognition, which in turn reduces stress and promotes a healthy work environment.

Recruitment

Career Connect

Career Connect are an accredited Professional Development Centre, recognised by awarding bodies OCR, City & Guilds and ILM. It runs "Inspiring Leaders" workshops twice a year to give staff an insight into the role of a manager and encourage internal progression routes and promotion for its staff.

Career Connect runs a wellbeing campaign twice a year. The objective is to encourage its people to try out different activities that boost their health and wellbeing. Staff were given paid time off to participate in the activities of their choice. This included physical and mental activities such as exercise, yoga, and baking.

As a charity, Career Connect encourages its teams to support other charities. Over the last year, its teams have organised: foodbank and toiletries collections, delivering parcels of essential supplies to local homeless charities; Macmillan bake sales; and a Save the Children Christmas Jumper fundraiser.

Charity's

Osbornes Law

Osbornes Law provides one-to-one mentoring and external training, facilitating personal growth and skill utilisation. The firm's clear career development path leading to partnership opportunities exemplifies its focus on employee advancement.

Osbornes Law's leadership team, many of whom have grown within the firm, are testament to its supportive culture. The managing partner maintains open communication with staff, announcing firm news and promotions via the internal intranet.

Each employee at Osbornes Law is assigned a supervisor, fostering a supportive environment. Regular catch-ups, annual appraisals, and development meetings further enhance this trust and care.

Law

Westminster Foundation for Democracy

At WFD, wellbeing is not extra. All staff are committed to their work because the company wants to make a positive difference. Its flexible working policies are a key initiative to support the positive wellbeing of its staff. These policies aim to improve work-life balance, reduce commuting costs, and relieve staff of some workplace pressures.

All of WFD’s line managers are dedicated to their managerial development through an externally sourced programme. The four-module programme covers 1 - Goal Setting and Engagement, 2 - Workload Management, Prioritisation, and Delegation, 3 - Managing for Performance, including Effective Feedback, and 4 - Coaching and Development Conversations.

The company organises an annual “Reading Week” in which it pauses its usual work to discuss what's working well in the business and where change is needed. For 2023, the theme was ‘innovation’, gathering colleagues from across the business for over four days to hear about the application and challenges of delivering results and impact.

Not For Profit Body's

Zempler Bank

Zempler Bank builds team relationships through a variety of activities and events. It’s monthly huddle enable employees to hear the latest updates from the CEO and other speakers, and it organises regular team building days such as its Team Culture days, Summer and Christmas parties, and it department ‘away days’.

Zempler Bank’s Talent Referral Scheme has a community related element, whereby part of the referral is a Community Reward: giving back and supporting others in the ups and downs of life with a donation of £125 to a charity of the employee's choice, selected from the list of Cashplus Bank supported registered charities.

The organisation launched a Leadership development programme last year, ensuring investment in its senior managers' development. It also introduced a management development programme to equip its managers with the knowledge and skills needed to effectively lead, support, and engage their teams.

Financial Services

Age UK

Age UK has worked to embed a culture which values mental and physical wellbeing throughout the organisation. This includes a sign-posted Wellness Action Plan, training for managers from the mental health charity, Mind, on how to recognise and support people’s mental wellbeing, and 50 Mental Health First Aiders.

The organisation helps to build team relationships through a number of initiatives. Team away days develop relationships in a fun, out of office setting, whereas staff forums and briefings provide team members with the opportunity to have their voices heard.

Age UK has a two-level management and leadership-development programme. Its Empowering Managers Programme focuses on empowering its managers with the right tools and knowledge to thrive in their roles, as well as ensuring its people managers understand, and are aligned with, its culture.

Charity's

Hinckley & Rugby Building Society

The Society values employee development, offering both internal Learning & Development programmes and external specialist training. It also encourages professional memberships and conference attendance, supporting employees' growth and advancement.

Employees are recognised through the FAB awards, a monthly employee scheme in which colleagues nominate each other for delivering amazing service or going above and beyond, with monetary rewards for the winners.

The Society's senior leadership team models the importance of colleague recognition and supports communication campaigns, creating a supportive environment for employees. Its Performance Management Framework ensures clear expectations and standards for their managers.

Financial Services

Eagle Eye Solutions

Managers at Eagle Eye Solutions receive extensive support, including 1:1 coaching and access to mental health resources. They are also encouraged to participate in the "Purple Leaders" program, further enhancing their leadership capabilities.

Eagle Eye Solutions prioritises employee wellbeing through initiatives like certified mental health first aid training, access to the Headspace app, and comprehensive health assessments for employees over 40.

Eagle Eye Solutions rewards employees based on company performance and values-aligned behaviour. Its Flexi Leave scheme allows conversion of unused sick leave into extra annual leave, demonstrating fair treatment.

Technology

The Edmund Trust

All staff are offered the opportunity to study an accredited qualification in social care and the organisation fully utilises its Apprenticeship levy fund. It has also introduced a 'try before you buy' scheme for internal promotions to allow staff to have a three month trial period before the post has become permanent.

The Trust's leadership is not only approachable, but also actively involved in the organisation. The CEO and Senior Management Team meet weekly, and all staff are invited to contact them directly. This open communication ensures that the company's values are clearly communicated and upheld.

The Edmund Trust holds managers workshops on career development and has developed a future leaders programme. Management development is also delivered through inhouse training courses i.e. Introduction to Management, Performance review and appraisal, recruitment and selection, and more. Managers further have the opportunity to study a level 5 in social care.

Charity's

VetPartners

VetPartners holds an annual congress to bring its national team together to discuss innovation and focuses for the coming year, followed by a black tie celebration event and awards for Vet of the year, Nurse of the Year, Practice Manager of the Year, and Support Centre Best Support Award.

Practice leaders are provided training by the organisation's senior leadership programme, covering a variety of topics from Equality and Diversity to Performance Management. VetPartners also offers a leadership programme to new colleagues and a graduate programme that takes on over 100 graduate veterinary surgeons every year.

VetPartners supports its colleagues in their personal development by giving them an annual allowance to progress their learning. Vets receive £1750, Nurses £600, and all other colleagues £250 per year. Colleagues who work in Vet Roles can attend The London Vet Show annually and Nurses have the opportunity to attend the BVNA congress every year.

Health & Social Care

Yo Telecom

At Yo Telecom’s Summer and Christmas All Hands Events, awards are presented to employees who have embodied one of the company’s 10 core values. Rewards and incentives include team activities and nights out, as well as trips abroad such as skiing in Courchevel, jet skiing in Dubai, and yacht trips in Cannes.

The CEO and COO have regular weekly catch ups with managers at Yo Telecom to discuss their departments and their development. The organisation also runs weekly Management Meetings on a Friday, where all managers can join virtually for a weekly roundup.

Yo Telecom allocates a dedicated budget for funding external courses and certifications, allowing employees to enhance their skills and knowledge by accessing a wide range of learning opportunities. Internally, the organisation offer comprehensive people management training programmes, which include leadership skills, conflict resolution, effective communication, and team management, utilising interactive workshops and real-world case studies.

Telecom

Trafford Council

Along with physical and mental health, the council helps to support the financial health of its staff. The government's Money and Pensions Service delivered a lunch-and-learn session on financial wellbeing and a session of sensible borrowing was delivered with Stop Loan Sharks.

The council runs an EPIC management programme alongside micro-learns, to allow managers to grow and develop, but it also provides them with health and wellbeing training covering topics such as active working, menopause for managers and workplace adjustments. New and aspiring managers can attend its LEAP into Leadership programme, which was developed with Salford College.

Staff demonstrating the council's "epic" values are recognised at bi-monthly EPIC Star awards, which are judged by heads of service, and individuals are recognised by their corporate director. The yearly Time to Shine events are lead and sponsored by senior leadership teams and the awards categories are centred around the values.

Not For Profit Body's

Toyota (GB)

At Toyota (GB), managers are equipped to support their teams through the Management Development Programme. This programme nurtures a supportive environment, fostering trust and care between managers and their teams.

Toyota (GB) takes employee wellbeing seriously. From Wellbeing Passports and access to the Unmind tool, to the provision of a Wellbeing Ambassador and Mental Health First Aiders, the company ensures a balanced work-life environment for its workforce.

The 'budget for fun' initiative at Toyota (GB) is a great example of promoting team spirit. By encouraging teams to engage in activities unrelated to work, it fosters a sense of belonging and fun within the team.

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TotallyMoney

TotallyMoney's Managers Network ensures that all managers are equipped to support their teams. They receive internal management training, including essential policies, delegation frameworks, and creating psychological safety, ensuring employees feel trusted and cared for.

TotallyMoney offers a plethora of growth and development opportunities. Generous training budgets, regular catch-ups, mentoring, and progression frameworks encourage employees to utilise their skills and advance in their careers.

TotallyMoney promotes a strong team spirit, encouraged through various social clubs and company-wide social events. These initiatives, along with weekly breakfast meetings, ensure that employees feel a sense of belonging within their teams.

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Spirit Health Group

With a firm belief in individual potential, Spirit Health Group offers structured onboarding, development programmes, coaching, mentoring, and career pathway planning. The 'Leading with Spirit Programme' exemplifies their commitment to nurturing leadership skills among employees.

Spirit Health Group fosters team spirit through various initiatives like company days, fun and social days, and regular team meetings. The 'Culture Yearbook' written by staff and 'Living Spirit Values' platform further enhance team bonding.

Spirit Health Group promotes a supportive work environment, with managers who value trust and care. Regular one-to-one meetings ensure personalised attention, while the SOAR share option scheme aligns employees with organisational goals.

Health & Social Care

SolutionsPT

SolutionsPT invests in its employees' development through training programmes and promotion opportunities. For example, the Apprentice Academy for Degree Apprentices is a structured development programme that aids career progression.

SolutionsPT's commitment to societal contribution is evident in their support for numerous charities and their 'Giving Something Back Fund', which provides financial support to community activities and projects outside work.

SolutionsPT cultivates an environment of support and trust. The 'Eagles' management development programme aids managers in honing their skills and fostering positive relationships with their teams.

Technology

Softwire

Softwire provides permanent health insurance which pays 75% of an employee’s salary (less state benefits) until normal retirement age in the event that they are unable to work for a prolonged period due to most forms of sickness or accident. All employees are automatically covered for this benefit without having to explicitly sign up.

Softwire provides specific Line Manager Training to all employees who are starting in a management role. This training has a mixture of management and leadership theory, workshops around how to give and receive great feedback, discussion forums where employees can bring real-life scenarios, and resources to continue to learn how to develop those skills.

The organisation celebrates employee achievements and contributions during the "Softwire Awards". Potential winners are nominated by colleagues, and four prizes of £500 are awarded to the people who had most embodied each of the company’s four values (Kindness, Trust, Fun, and Caring about what we do).

Technology

Ampa Group

Wellbeing is structured around four pillars—Mental, Social, Physical and Financial. Support includes an EAP and Mental Health First Aiders, with visibility enhanced via intranet badges. The Wellbeing Inclusion Group promotes activities like walking groups and book clubs to support holistic health.

Managers are empowered to recognise achievements through the Star Award gift voucher programme, enabling immediate, meaningful recognition. This supports a culture of appreciation and reinforces Ampa Group’s values in day-to-day interactions.

In 2024, Ampa Group hubs raised over £16,000 for charity, while the Ampa Foundation donated more than £48,000 to causes including Nottingham’s Breast Cancer Research Centre and the Spinal Injuries Association.

Law

QCS Staffing

Employees at QCS Staffing have access to a range of wellbeing resources, including: AXA private healthcare; SMART time provided by in-house trainers, to confidentially discuss any concerns; the Healthshield cash plan; enhanced maternity and paternity pay; increased holiday allowance with length of service and extra time off for all over Christmas; and more.

QCS Staffing’s FastTrack to Future Leadership programme is completed by all managers who join the business. Its internal trainers provide training, coaching and support on a range of topics from communication and coaching to motivation and management activities. This is accompanied by role play exercises and knowledge sharing sessions with senior team members.

The organisation rewards employees through objectives set to each individual each month. If all four objectives are hit, they receive a 3pm finish or money; three months in a row, they receive a half-day holiday or money; and six months in a row they receive a seat at Directors club or half-day holiday.

Recruitment

Pinnacle Consulting Engineers

Employees at Pinnacle Consulting Engineers have access to a range of wellbeing benefits. This includes the organisation’s team of Mental Health First Aiders and its Employee Assistance Programme. To support physical wellbeing, the company provides a cycle to work scheme and subsidises sports and social groups.

All Principal Engineers and above hold management roles. They are Chartered members of their Institutions - Institution of Civil Engineering and Institution of Structural Engineering. Alongside their externally accredited technical skills, the organisation supports managers with the people and project management skills needed to lead teams of people to deliver projects for its clients.

The organisation has a Performance Management System that incorporates an Annual Appraisal and an Interim Review for all staff. Graduates and Apprentices receive quarterly reviews. It also has a Training Agreement with Institution of Civil Engineering for engineers to follow a structured route to Chartered Membership.

Consultancy

Howes Percival LLP

Howes Percival's LEAPS programme offers comprehensive development opportunities for all roles, encouraging employees to enhance their skills and achieve their career goals. The programme includes a variety of training options and encourages self-assessment.

The firm encourages team spirit through initiatives such as Coffee and Connect, where staff are paired with colleagues from different teams to foster understanding and cooperation. Social activities and charity events further promote a sense of belonging and camaraderie.

Managers at Howes Percival receive dedicated support, including mentoring and access to a People Team contact for advice. The Performance Development Review process also helps managers identify development opportunities and gather feedback.

Law

Fever-Tree

Fever-Tree clearly plots personal growth plans and career direction, supported by bespoke training for those new to management and in new roles, a women's network, and formal qualifications such as MBAs. The company amplifies success by having course participants become future programme sponsors, promoting peer-to-peer development.

Fever-Tree supports charitable and community initiatives globally, nationally, and locally. They actively mentor students with Future Frontiers, support food banks like Fareshare, and donate to Malaria no More. They give each member of staff a volunteer day to provide time towards these efforts.

Managers utilise the Bamboo HRIS system for a quarterly check-up programme, articulating where bespoke training or help is needed to succeed in objectives. They lay out clear objectives detailing what is required and what 'good looks like', ensuring employees know their individual, department, and business goals.

Food & Drink

Devon Air Ambulance

Devon Air Ambulance fosters a culture of continuous learning and development. Through its Management Development Programme, employees have the opportunity to enhance their skills and knowledge, contributing to personal growth and the success of the organisation.

Devon Air Ambulance places a high importance on employee wellbeing with a pastoral care team and Wellbeing Ambassador team in place. The organisation provides a range of supports, from counselling to surf therapy, emphasising the balance between work and personal life.

Each employee has a monthly one-to-one with their line manager, fostering a supportive environment. Managers are also encouraged to attend essential modules focused on supporting performance and attendance.

Charity's

Crafted

Crafted’s ‘Go Awards’ showcase the agency’s great people, the values they epitomise, and the amazing work they’ve done. Its yearly Crafties awards celebrate teams’ successes as well as naming an individual as ‘Craftie of the Year’. The agency also rewards employees through its annual profit share, which is shared equally, regardless of role.

Crafted organise regular social and team building events to help develop interdepartmental relationships. Events include everything from summer parties and awards evenings, to gaming nights and craft evenings. The agency also took its whole team to the Crystal Maze Experience in London for a bit hit of nostalgia and team building.

All managers have regular check ins with their line manager to encourage support within their role. Crafted also has a learning and development matrix which managers can access, which includes leadership courses such as Peerspective, allowing managers to benefit from a peer group-esque approach to development and coaching.

Marketing & Media Agencies

Costello Medical

Costello Medical supports employee development through excellent internal training opportunities, funding for external courses, and a rolling promotions process. The company encourages both vertical and horizontal progression, offering employees the chance to expand their knowledge and expertise.

Costello Medical cultivates a team spirit through group Teams channels for each division and office. Regular social breaks, divisional socials, and activities like fundraisers encourage camaraderie and fun, fostering a sense of belonging within the team.

Managers at Costello Medical are trained to support their teams, fostering confidence and wellbeing. Regular catch-ups and feedback, coupled with a dedicated HR partner for each division, ensure that employees feel cared for and supported in their roles.

Consultancy

CFG

Managers at CFG Law are supportive, trustworthy and caring. They deliver induction training sessions, explaining the company’s history and key priorities to all new joiners and have clear discussions around core values. They also conduct regular one-to-one meetings to discuss performance and personal training needs.

CFG Law believes in giving back to society. It organises numerous fundraising and awareness events such as the annual bring your dog to work day, charity bike rides and sports days. The organisation also supports local charities like the Spinal Injuries Association and Roadpeace West Midlands group.

CFG Law promotes a team-focused culture. It organises regular team building events like charity bike rides, sports days, golf tournaments and painting classes. These activities foster team spirit, fun and a sense of belonging amongst colleagues.

Law

BM

Everyone at BM has the chance to learn, develop, and progress utilising a combination of virtual, online, classroom and workshop training. The organisation also offers mentoring, individual coaching, and DISC profiling through its decision to invest in an Learning and Development lead qualified in these areas.

BM supports industry, local, national and international charities, including Springboard (helping young, unemployed and disadvantaged people make a career in hospitality, leisure and tourism), White Lodge Centre (supporting disabled people of all ages), Macmillan World’s Biggest Coffee Morning, Sport Relief, Comic Relief and the Kotukula Primary School in the Gambia.

The organisation’s Early Careers Pathways are designed to upskill its teams from junior to senior roles in Front of House, Chef and Barista roles. It also operates 10 modules within its Managers Workshops package sharing best practice and senior manager skills, and managers can enrol in a variety of work-based NVQs from Level 4 onwards.

Business Services

Barrhead Travel

The bespoke Training Academy offers industry-leading onboarding, personalised development plans, and accredited Modern Apprenticeship programmes. This investment in the next generation provides clear career pathways, fosters a motivated, skilled workforce, and helps reduce turnover and boost retention across the organisation.

Lively team talks feature Saturday morning TikTok dance challenges, which add an energetic twist and encourage bonding. Theme days like Wear It Purple promote fun and support important causes, while quarterly business updates and social events strengthen connections and foster a people-first culture.

Managers participate in a bespoke internal Leadership Programme of six modules over 12 months, developing core skills tailored to the culture. Regular welfare check-ins with employees on long-term sick leave and a visible, approachable leadership style ensure ongoing support and quick resolution of concerns.

Leisure & Hospitality

ACT Training

Managers at ACT Training are seen as supportive, fostering trust and care among their teams. They undergo extensive training, including the Chris Hughes Management Academy and the ILM Level 5 Certificate, ensuring they have the necessary skills to excel in their roles.

ACT Training believes in giving back to society. Each year, the staff selects charities to support, organising various fundraising events. The company's commitment to community engagement is evident in its partnership with Business in The Community, volunteering at the 'Global Gardens' community project.

ACT Training places high importance on staff wellbeing. The company employs a full-time Staff Wellbeing & Engagement Officer, provides dedicated weekly wellbeing time, and hosts various health-focused initiatives, such as Staff Health Week and funded counselling sessions.

Education & Training

Birdworld

The company supports its people's development through apprenticeships and CPD training, for example, the keeper team completes CPD with local wildlife charities. Leadership and management skills workshops are also offered, covering topics like communication and behaviour role modelling, with ongoing support from the People & Development team.

Birdworld empowers teams by involving them in daily operations and fostering an environment of direct, two-way discussion during weekly team meetings. This collaborative approach, combined with the "Good Egg Awards" peer recognition scheme, strengthens bonds and ensures that contributions are acknowledged and celebrated.

Birdworld's leaders are a key part of the day-to-day operations, working alongside their teams to support staff, guests and animals. This hands-on approach breaks down barriers, fostering a supportive environment where all team members feel comfortable providing feedback and sharing their views.

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Bumper International

Bumper supports colleague development through the Bumper Levels framework. This system clearly outlines the specific steps required for an individual to progress to the next level, helping them understand their own career path and empowering them to take charge of their professional growth.

The annual three-day retreat brings the Bumper team together in locations like Lisbon or rural France. This event allows colleagues from different departments to reconnect, get outside, and reset, fostering stronger relationships and a more cohesive and collaborative working environment.

Managers are empowered to develop their skills through structured opportunities like LinkedIn Learning courses and comprehensive “Managers How-To” guides. The Bumper Levels framework also helps managers support their teams' growth, ensuring they have the tools to provide meaningful feedback and guide their colleagues' success.

Financial Services

Brewhouse & Kitchen

The Future Leaders Academy and apprenticeships, including the Brewing Apprenticeship, provide structured pathways for advancement, ensuring employees feel challenged and their skills optimised for career growth.

Utilising Yapster, teams can keep up to date and communicate with anyone within the business. Brewhouse & Kitchen use the app to announce employee recognition of "Legends" programme, communicate any new menu items to drum up interest, and any key business change messages.

Brewhouse & Kitchen offer manager apprenticeship schemes, including courses such as Hospitality Manager and Operational Manager. The organisation also has a Leadership Academy, where its leaders of the future are taken through an 8 week programme.

Leisure & Hospitality

Masentó Group

Weekly ‘Think Bigger’ teams calls with all employees highlight successes and celebrate the journey. Regular socials take place outside of work hours, where the team are invited to attend fun and competitive activities together. There are also two group holiday incentives per year, where the team chose where they would like to go together.

Masentó Group's leadership team are engaged on an 18-month programme of one-to-one coaching and group sessions with an external company. Some of the topics covered are the power of influencing, embracing discomfort, understanding the different personality styles of their teams, clear communication and being accountable.

There are two company holidays per year and a chance for employees to win a luxury spa break for themselves and a guest. At Masentó Group's yearly AGM, it award its 'Top Billers' and 'Living The Values' winners with trophies, champagne, and a chance to win a luxury watch.

Recruitment

Petty Pool

The Trust dedicates two employee days per year for all its staff. These include a hiking challenge and an outdoor waterpark.. Staff can try water sports such as paddle boarding and an inflatable assault course. Anyone who doesn't wish to be adventurous can enjoy a picnic and relax by the water.

The Trust has an emerging leader programme which includes coaching, training, and developing its top talent. Managers also receive mentoring with senior leaders who have an open door policy where managers can get advice or guidance when it's needed. Petty Pool encourages managers to network with other organisations to support best practice.

Petty Pool’s uses rewards and recognition to encourage its employees to start living, demonstrating its values and empowering others to do the same. It hosts yearly awards in four organisation value areas and a couple of fun spontaneous recognition awards with all staff across the organisation.

Education & Training

Hilltop

During the organisation’s Annual Conference, employees have the opportunity to celebrate everything Hilltop. The Managing Director shares results from the last year and launches the One Page Business Plan, providing insight into where every colleague fits into the plan going forward. Food and drink is provided in a local venue afterwards.

Hilltop has four foundational elements to its manager development: appraisals and coaching from an internal mentor; learner led training; external training, which can be half-day sessions or government funded, longer courses; and a HR led wellbeing programme, that includes regular catch-ups to make sure the manager feels happy and supported.

Hilltop provides its employees the opportunity to grow through Personal Development Plans, internal and online training, and government supported schemes (including IOSHH, HACCP, BFCGS, and ILM). Over 150 external courses have been completed by Hilltop colleagues in the past year, increasing retention, engagement, and facilitating over 20 internal promotions.

Food & Drink

The Portfolio Group

The company's managers are developed internally, with a Director mentoring each manager through weekly one-to-ones, providing advice and guidance. Managers are also given the autonomy to lead their own teams, fostering a sense of ownership and responsibility for training and development.

The company provides market-leading commission schemes and offers clear, transparent guidelines on targets and expectations. The annual all-expenses-paid incentive trip, such as the recent one to Monaco, is a reward for achieving targets and is open to all employees.

Team spirit is fostered through shared experiences like the company holiday to Monaco and other regular incentives, including sports and charity events. The "wrap up" meetings bring all three offices together, ensuring every team member is connected and aware of company-wide achievements, successes, and promotions.

Business Services

Parogon Group

New starters take part in Parogon Best Starts which focuses on the initial induction and welcome to the company. This continues on to upskilling workshops around key focus areas that are delivered through the Skills Trainers and Restaurant People Development Partner. Employees looking for manager training can then enrol in the Parogon Academy.

Everyone at all levels of Parogon Group has an open communication approach to each other. Managing Director, Rich Colclough regularly updates the organisation with videos on important business decisions and various activities happening across departments.

Parogon Group’s Leadership Development programme concentrates on how to deal with all elements of the day to day running of the business. It teaches over a full four day programme that has been tailored into a bespoke system covering the four key areas it believes are essential to achieving success: Clarity, Competence, Compliance, and Control.

Leisure & Hospitality

Lantra

The organisation arranges a variety of wellbeing and social events for all employees throughout the year in order to build relationships between teams. Furthermore, managers have access to their own social budget to arrange events for their teams, in addition to the corporate budget for social events.

The organisation runs a management training programme to help their leaders develop and better support their teams. The programme is modular, focusing on leadership, managing a team, managing performance, communication, and goal setting

Employee salaries are reviewed every 12 months and they are internally and externally benchmarked. High street vouchers are also awarded throughout the year to celebrate employees who show great performance or demonstrate great behaviours.

Education & Training

HLM Architects

All managers have received mental health training and stress management training, enabling them to recognise the signs of stress and burnout. This additional level of support recognises that managers may require extra support for their teams and guidance on how to manage difficult conversations, while giving employees the opportunity to have confidential and supportive conversations.

The HLM Academy is designed to enhance progression through a variety of channels to suit different learning preferences. All employees are enrolled from day one. The Academy is uses two frameworks. The Skills framework outlines emotional and technical skills needed. The Behaviour framework sets out core behaviours and how colleagues should engage with each other.

The organisation holds social events, quizzes, drawing classes, dinners, desk yoga, netwalking, and inclusive-tea breaks and it has hosted family events including colouring competitions, shed building, and garden design. It has also introduced Walk Out Wednesdays where employees leave their desks and go on a walk together.

Architect & Surveyor

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