What are companies doing with regards to 'My Team'

The Capsticks Academy offers a range of learning resources developed and delivered by both in-house experts and external specialists. It also provides business skills masterclasses including; People Management, Time Management, Work Management and Protecting your Wellbeing, Delegation, Trainee Supervisor Training, Appraisals training, Mentally Healthy Leading Manager training and Reflective practice forums.

Each legal role has a set of competencies which are displayed on the firm’s intranet. Capsticks has an open, transparent promotions process which it runs twice a year, in May and November. Upon promotion to Partner, a mentor is assigned, coaching put in place, and additional training on finance and business development is given.

Annually, the senior team choose an “employee of the year” and two runners up. The winner receives £2,500 and the runners-up each receive £1000. Recently, Eficode UK introduced a “Now That” reward scheme. Every SLT member has a discretionary budget to give non-monetary rewards to any employee or their family for going above and beyond.

The Eficode UK Community Hero Award encourages people in its extended community to nominate people they feel show decency, remarkability or mastery, reflecting the Eficode UK values. The winner from the nominations receive a £100 gift certificate as a personal reward and the organisation donates £100 to a charity of winner’s choice.

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.

Heathcote & Co have introduced a ‘Moments of Magic’ reward and recognition scheme. Everyone can write names and on what occasion they have used moments of magic. Each quarter the organisation goes through the best ‘Moments of Magic’, and the chosen one receives a £100 voucher to the restaurant of the individuals’ choice.

Heathcote & Co supports its local community and charities by funding charitable events for its employees by paying their entry fees. Additionally, all full-time employees receive one fully paid day a year to support a local charity through fundraising events or by volunteering their time.

Artisan Colleagues receive enhanced pay rates as a result of their skills and unique crafting talents. The organisation also shares any profits made from designs or products that the Artisan Colleagues design. This has resulted in some colleagues receiving over £5000 in addition to their wages in the past year.

The organisation currently has development programmes in place that create a pathways for colleagues to progress to Team Leaders by completing a set of competency tasks that are both demonstrative and theoretical. Alongside this, it has a programme for Assistant Managers to progress to a Territory Managers in the same way.

As a Disability Confident Leader, Inspire North continues to develop managers’ understanding of the diversity of disability to enable them to confidently have conversations with employees. Wellbeing bulletins are regularly included in the Chief Executive's Briefing and posted to INsite (the organisation’s intranet). It also continues to support employees to develop peer networks.

To encourage and acknowledge peer recognition, colleagues can submit a WOW nomination for another colleague they believe has gone over and above their role 'celebrating good and championing outstanding' within the company values. Two nominations are drawn randomly each month with the winners receiving a monetary voucher.

Intercity has a wellbeing strategy based around NHS guidance, which states there are 5 steps to improve mental health and wellbeing: connecting with other people, being physically active, learning new skills, giving to others, and paying attention to the present moment.

Intercity offers an employee bonus paid as a percentage of colleagues’ salary and is linked to the organisation’s annual performance. It includes non-financial metrics, such as Net Promoter Score, to encourage and reward positive performance that drives attraction and retention of customers, which is integral for the business to succeed.

Mademoiselle Desserts provides a range of wellbeing services and initiatives to its employees, including on-site Mental Health First Aiders, regular wellbeing newsletters, and monthly action calendars filled with wellbeing events.

Mademoiselle Desserts offers employees the opportunity to participate in both internal and external training that covers a variety of leadership and management subjects.

Novatech operates using a profit share scheme, allowing the organisation to share its success each financial year with its people. Last year, this meant everyone received almost £900 from this scheme. Novatech has found that this has motivated staff and helped them to feel more engaged with the business.

To support managers feel empowered to lead and develop their teams, Novatech offers manager development. It has two Managers on management CIM standard apprenticeships and has also launched its manager toolkit development programme which sets the standard for being a great Novatech people manager.

The purpose of the organisation’s OFR Mind Matters initiative is to promote awareness and educate colleagues about mental health to reduce the stigma and drive a supportive and healthy work environment. It aims to provide representation throughout the company to discuss, agree and manage ideas and initiatives. All representatives are trained Mental Health First Aiders.

OFR Consultant have further developed its Better Days programme, encouraging colleagues to volunteer their skills for charitable causes and give back to their communities. By providing each staff member with two days paid leave, this initiative promotes involvement and engages the team to undertake pro-bono work on a project close to their heart.