People Managers Matter

All teams have regular 1-2-1's with their line managers and have weekly team meetings where they discuss work strategies for the coming week.

Specialist Motor Finance have made working from home available to most staff, this has assisted with mental wellbeing for those who have long commutes to work and gives fairer work- life balance.

Every person in the company, from a part time labourer to the MD has access to, and is part of, a formal development training plan called "Be the Best You Can Be".

SPE are heavily invested in the local schools project to provide opportunities for young people in a deprived area to experience the workplace. They have recently put in excess of 40 students through Work Based Learning days (WBL days) to help create "meaningful experiences" for young people locally.

The Leadership Team attends the manager coaching programme as participants are in mixed-level groups. Being prepared to share their experiences has helped managers of all experience levels develop their skills and further supports the principle of helping people realise their potential.

The Leadership Team attends the manager coaching programme as participants are in mixed-level groups. Being prepared to share their experiences has helped managers of all experience levels develop their skills and further supports the principle of helping people realise their potential.

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

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

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

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

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

All managers can take advantage of their internal mentoring programme to work on objectives with a trained mentor who themselves receive regular supervision.

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

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

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

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

RMP do performance reviews every 4 months for everybody in the business. As part of this, the manager's manager will asses them on their performance as both an employee and as a manager.

The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.

Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.

Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.

Red and Blue make sure all staff receive a break with a meal and the managers are aware of any signs to look out for if a member of staff are struggling.

Red and Blue make sure all staff receive a break with a meal and the managers are aware of any signs to look out for if a member of staff are struggling.

Randstad do not operate formal annual appraisals, having replaced these with "Great Conversations" in 2018. This ensures all conversations are Meaningful, Aspirational and Progress-focused (MAP goals), which runs through not only review meetings, but all other meetings and career conversations, including kick-off meetings, team time, wrap ups and one to ones.

Randstad firmly believe that they offer best in class learning and development to all employees at all levels and roles, and emphasise the importance of a learning culture.

Plastic Surgeon support team members development through e-learning, external coaching, financial support for work related qualifications and paid time off for study.

Managers at Plastic Surgeon have an annual appraisal during which their performance is assessed.

An electric vehicle plug in point has been installed at head quarters to encourage usage of electric or hybrid vehicles.

The CEO conducts monthly all staff meetings, has an open door policy for any employee that wishes to speak with them, and makes themselves highly visible to staff by frequenting the staff room and walking around the office.

During appraisals, managers will always refer to Pentagon Play's mission and values, and remind each member of their team exactly what they are working towards.

During appraisals, managers will always refer to Pentagon Play's mission and values, and remind each member of their team exactly what they are working towards.

Paymentsense have a Beyond Ordinary Award, whereby employees nominate others based on demonstrating values and going above and beyond. Each month the winner is chosen and announced in our People Newsletter and receives an Amazon Voucher in recognition.

Before anyone starts, Paymentsense ensure they are sent all required information, managers reach out with extra information and they also pop a goody bag in the post for them with the organisations brand book.

The senior management team meet once a week in the run up to and during peak season (April to September), and once every 2 weeks rest of the year, to discuss and review all areas of the business.

The senior management team meet once a week in the run up to and during peak season (April to September), and once every 2 weeks rest of the year, to discuss and review all areas of the business.

Teams often use the opportunity of the volunteering day to improve teamwork interaction. They also run a number of secondments across the business to encourage employees to experience different areas of the business based on their skills.

Performance is formally reviewed within the performance management process, which involves regular 121 meetings and quarterly performance reviews.

Nexus has introduced a Wellness Week initiative. Held over 5 days, they have offered a number of different events to enhance the wellbeing of employees. Events have included; massage service, spa / aromatherapy session, mental health guidance and support, and financial guidance sessions.

Nexus' Senior Management Team have all been enrolled in a dedicated, team leadership development programme. Delivered by an external specialist, the Managers will attend four module workshops and four action learning sets over the course of 9 months.

NCFE have launched a High Potential Development programme in partnership with an external provider. Candidates have been identified through the end of year succession planning process. The programme includes workshops, 1:1 coaching, small group coaching and completion of a strategic organisation wide project.

NCFE provide employees with free qualifications with Learning Curve Group up to Level 2, which is also available to friends and families of NCFE employees.

National Friendly utilise Perkbox, which offers all staff the opportunity to enhance their wellbeing including occupational health/wellness programme and subsidised sports facilities. They are also about to introduce free workshops on meditation and mindfulness.

National Friendly utilise Perkbox, which offers all staff the opportunity to enhance their wellbeing including occupational health/wellness programme and subsidised sports facilities. They are also about to introduce free workshops on meditation and mindfulness.

Every employee receives monthly 1-to-1 reviews with their line manager and formal 6-monthly appraisals, where training and development opportunities are discussed. They actively encourage promotion from within and give all employees visibility of development opportunities within the company.

Mediaworks have held numerous monthly staff events such as staff appreciation breakfasts, rock climbing, wine tasting, go karting, office spa sessions, golf days, bake sales, just to name a few.

McGoff Construction offer support in non-work related training to develop their personal skills such as stress and resilience courses.

McGoff Construction offer support in non-work related training to develop their personal skills such as stress and resilience courses.