People Managers Matter

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.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.