Best Companies Factors: My Team

Law

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Convey Law

By having more employees working in the office, it has enabled the Company to bring employees together in groups such as the Book Club, ‘Books, Bevs and Banter’, and introduce the ‘Ministry of Fun’ to plan and organise social activities and themed parties such as ‘ConveyFest’, ‘Back to School’ and the annual Christmas party.

A new management development programme has been developed and delivered this year. Topics covered included: Understanding our Why, Managing People and Relationships, Building High Performance Teams, Managing Performance, Stress Awareness. Each topic gave practical take aways and has helped new managers feel confident and understand the importance of their role as a people manager.

Benevolence is one of Convey Law’s core values and support to charitable activities is a key element of its culture and process. Every client has the option of donating £10 at the end of their property transaction into their charity lotto through their non-profit organisation the Conveyancing Foundation which to date has raised £1,104,561.

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big group

big group’s People Team put together a content calendar and from this produces a monthly email which focuses on a particular wellbeing area. The organisation also has a membership to Healthshield giving all employees access to paid-for benefits and private professional counselling sessions. The organisations further provides MyGym subsidised gym membership and MyHealth access.

As well as regular mixers in the office, the summer and Christmas parties, and team and birthday lunches, employees can also enjoy getting to experience the account they are working on. This can be anything from attending music awards nights, hiking the mountains on a photo shoot, and attending exhibitions abroad.

As an employee owned business, after 6 months every employee is a beneficiary of the organisation’s employee owned trust (EOT). An additional benefit of being employee owned it that the big group can distribute its profit share on an Income Tax-free basis (excluding National Insurance) to a maximum of £3,600 per employee, per annum.

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Education & Training

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Impact Futures

The organisation's commitment to employee growth is evident in its strategic development plan and career framework. This includes a structured qualification delivery programme during onboarding and a management development programme that equips leaders to have career conversations and help their teams unlock their potential.

Managers at Impact Futures are empowered through a dedicated management development programme. This programme provides training on coaching skills and encourages a consistent approach to leadership. The focus is on inspiring and engaging teams by getting to know individuals, creating a supportive and inclusive environment where everyone feels heard.

Impact Futures recognises the importance of team cohesion, especially for its remote and hybrid workforce. They strengthen team relationships through a variety of initiatives, including roadshows, 'Dragons Den' pitching experiences, and social events like quiz nights, creating fun and interactive opportunities for colleagues to connect.

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Pixel Inspiration

The company supports employee development through several schemes, including a paid apprenticeship programme that is open to all staff. The appraisal system is used to set and monitor individual development plans, and managers encourage open dialogue to help staff identify and achieve their professional goals.

Managers at Pixel Inspiration work closely with their teams, using regular catch-ups to set clear expectations and provide guidance. The leadership team models this behaviour by mentoring and guiding staff, creating a supportive environment where micromanagement is avoided in favour of trust and autonomy.

Regular team meetings help to maintain a cohesive company culture and provide a platform for project direction. The company's two-day in-office policy encourages communication and helps employees develop strong working relationships and a sense of belonging.

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Outsourced Events

Outsourced Events fosters a sense of pride and value among its employees by creating a supportive and inclusive culture. Monthly meet-ups and virtual check-ins ensure that everyone feels part of the organisation's success story, reinforcing their role in achieving the company's objectives.

Managers at Outsourced Events undergo tailored training sessions with the Head of Learning and Development, ensuring they are equipped to support, trust, and care for their team members, which enhances the overall work environment.

Team spirit is encouraged through monthly in-person meet-ups and social events like the summer BBQ and Christmas party, fostering a sense of belonging and camaraderie among colleagues.

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Not For Profit Body's

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NHS Supply Chain

NHS Supply Chain prioritises the development of relationships between teams and individuals in a number of ways. It arranges several ‘Away Days’ every year, including team building activities. Teams also have the opportunity to participate in volunteer days where they can work together to give back to their local communities

Last year, the organisation recruited a new People Experience Team to drive its Listening Strategy, ensuring that all employees’ voices could be heard. It further supported this through workshops to obtain employee feedback. This feedback and subsequent actions were outlined by the Executive Team at the NHS Supply Chain Townhall Meeting.

NHS Supply Chain takes care of its people's health through a number of initiatives. These include Wellbeing Wednesdays and an additional wellbeing day off. Employees also have access to an Employee Assistance Programme, Occupational Health Provision, and the Myles Wellbeing App.

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Manufacturing

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ADDO PLAY

Over the last 12 months, the organisation Barbie Day, Company Away Day with team building games, Pancake day and Games Day. All employees were gifted a Company branded t-shirt to play 'Get me Out of Here' team challenges, where they also enjoyed a BBQ, and fun awards voted for by colleagues.

ADDO Play’s Project Possibilities is a scheme that asks employees to share if they feel they can make a difference to the company outside of their role today, or want a new challenge to come forward. The aims of the scheme are to share knowledge, apply new or unutilised skills, providing opportunities to nurture ambition.

All managers at ADDO Play have access to manager focussed learning via its eLearning tool, The Entertrainer. The organisation is also rolling out Mental Health Champions training for all leaders in the business. On the job coaching from HR and workshop based sessions are also offered.

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Architect & Surveyor

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Space Architects (Europe)

Team spirit is cultivated through regular social events such as the Summer BBQ and Christmas Party, which are especially valued during hybrid working patterns. Monthly ‘Pizza Friday’ gatherings bring everyone together.

Recognition is immediate and inclusive, with initiatives like ‘Well Done and Wonderful’ shout-outs, quarterly funded nights out, and a shared end-of-year success bonus reinforcing fairness and appreciation.

Wellbeing is central to Space Architects (Europe)’s culture, with initiatives including a mental health team channel, onsite gym, and regular yoga sessions. These were introduced in response to workload pressures identified in a recent survey.

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Construction & Engineering

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Mears Group

The organisation continues to enhance its communications, ensuring the whole business receives a briefing on the state of the company on a bi-monthly basis, along with a cascade from the Workforce Group. These briefings are also recorded and can be shared directly with teams or individuals where managers are unable to cascade the presentations themselves.

The Group’s culture is derived from Mears’ values, and reinforced through the Red Thread Behaviours (Be Customer Focused, Be Empowering, Be Motivating, Be a Role Model, Achieve High Standards) which are referenced in all policies, initiatives and decisions. They form part of the induction, probation and annual appraisal processes, including 121 discussions.

Managers at Mears Group can undertake a range of professional qualifications, including Team leader Level 3 apprenticeships and Operational/Departmental apprenticeships Level 5. It also runs CIPD programmes and its internal management development programmes (Embed and Emerge) are accredited by ILM.

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Food & Drink

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Creed Foodservice

Whilst its gender pay gap compares favourably with organisations across the UK economy and wholesale sector, Creed Foodservice is not complacent and is committed to further reducing the gap. This includes removing barriers to gender equality such as the proportion of men and women applying for roles.

In 2022, Creed launched its leadership development programme for all 34 people managers - a yearlong commitment to both online and face-to-face sessions developed in conjunction with QuoLux - a leading international consultancy and leadership development company. Modules include Leading self, Leading teams, and Leading change.

The Food Innovation Centre is used as a hub for staff to meet in a relaxed atmosphere with food provided by an executive chef team. Being named as a Top 100 Best Company to Work For in 2022 saw events bringing all departments together with raffles and events held throughout the day.

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Team Cohesion = Performance

Convey Law

big group

Impact Futures

Pixel Inspiration

Outsourced Events

NHS Supply Chain

ADDO PLAY

Space Architects (Europe)

Mears Group

Creed Foodservice

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