What are companies doing with regards to 'My Team'

The firm supports employee mental health through the introduction of the Self-Space mental health awareness initiative. Furthermore, a focus on environmental responsibility, including energy conservation and waste management, benefits the wider community and employee morale.

Employees benefit from Structured Training Pathways, with chefs having extended training programmes to replace external recruitment, building expertise. Managers participate in the daily Management Mind Gym workshops and can pursue external qualifications like ILM, ensuring staff gain expertise and strengthening retention through clear advancement routes.

The company demonstrates its commitment through initiatives like the Drag and Bone Race for Charity, where employees train and compete to raise funds and awareness for the Water Charity. This highlights dedication to making a tangible difference and strengthens teamwork.

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.

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.

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.

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.

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.

Employees receive firm-funded private medical insurance through BUPA, a cycle to work scheme, and discounted gym memberships. The reward and recognition scheme includes 'spotlight awards' in the form of e-gift cards and a special awards scheme for exceptionally high performers.

Morton Fraser MacRoberts offers comprehensive support via the ARVRA Wellbeing platform, covering physical, mental, and financial wellbeing. The firm is also a signatory of the Mindful Business Charter and provides an Employee Assistance Programme with counselling support for improved mental health.

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.

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.

The transition to an Employee Ownership Trust reflects the company's commitment to recognising the vital role of its team and its long-term thinking. This structure is intended to provide stability and enhanced opportunities to share in the future success of the business.

The CEO and board of directors maintain transparent communication through several initiatives. These include a monthly company update on financial performance and targets, a mid-month update as needed, and quarterly meetings with team-elected representatives to ensure open dialogue.

Westward Housing supports colleagues in reaching their full potential through initiatives like internal secondments and job shadowing. The 'Leaders of the future' programme provides coaching and mentoring, while professional qualifications and external training are supported with paid memberships and a qualification bonus for compliance courses.

Westward Housing prioritises employee Wellbeing through flexible working and agile time off, which supports work-life balance. An 'employee assistance programme' provides access to professionals and counselling, while a network of 'mental health first aiders' and 'Menopause Cafes' offer vital support. A volunteer-run 'Wellbeing Group' coordinates various events.

The Career Ascent programme at Alconex is designed to help employees achieve their career aspirations by combining technical, professional, and leadership development. The organisation also provide transition coaching for all new hires and offer mentoring and shadowing opportunities, which has resulted in no voluntary leavers in the past 12 months.

Alconex encourages a culture of giving back through inclusive and visible charity initiatives, such as skydiving challenges and golf days. By partnering with charities like Zarach and with the leadership team actively participating, employees feel proud to work for an organisation that is making a tangible difference.