What are companies doing with regards to 'My Team'

Wellness app, Help@Hand provides the team with free access to therapists, wellbeing resources, an Employee Assitance Programme and more. Waste Creative also produces a Burn out Monitor report to identify the top 10 employees at risk of burnout. HR contacts line managers to ensure they're checking in on those who are close to burn out.

Employees promoted into a line management role are taken through a Management Onboarding session with HR. This covers, expectations, responsibilities, guidance, advice, and resources to help them in their new role. Furthermore, the organisation provides external management training and workshops, and access to manager development resources such as Agency Hackers and The Optimism Library.

The organisation supports employee growth by looking to promote from within. One example of this is an employee who started with as an Operations Support Manager, and was subsequently promoted to Operations Director Designate following on from their promotion to Operations Manager eight years ago.

T(n)S Catering Management offers an internal management development programme which covers a range of topics, including Financial Performance, Service Standards & Quality, Resource Utilisation, Compliance with all Current Applicable Legislation, Business Retention, Business Development, Menu and Concept Development, Staff Training & Development, and Supporting site KPI Management.

SMG provides opportunities for personal and professional growth through an individual training fund. The company's focus on helping employees be the best version of themselves supports personal development and job satisfaction.

SMG prioritises the wellbeing of its staff with a personal monthly wellbeing fund. The company also has employee-led groups focusing on wellbeing and diversity, equity, and inclusion, demonstrating a commitment to a healthy work-life balance.

The CEO of the Recruitment and Employment Confederation provides regular communication to all employees, including a weekly update explaining how the business is doing and praising quality staff performance. The organisation’s leadership team operate an open door policy and have created an atmosphere of approachability and openness.

Managers are supported through training sessions that focus on the collective development of the organisation’s managers as leaders. Some of the subjects covered include the relationship between managers and employees, driving change, and selecting things that will make a difference – including the importance of self-care and wellbeing.

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.

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.

M&DH Insurance Services offers rewards for employees that go above and beyond financial bonuses. Employees can earn rewards such as trips to Wembley, golfing at the Loch Lomond Golf Resort in Scotland, watching Cricket, and days out to London.

The organisation has a third party coach who comes in a minimum of 2 days per month, hosting sessions with management to ensure they are confident within their job roles. Employees who have recently been promoted to management, or who have recently joined the company complete a management progress scheme.

With access to Learnerbly, a comprehensive training platform, Lokulus ensures employees have ample opportunities for skill development and career advancement. Personal development plans further support employees' growth and challenge.

The All Stars Programme, alongside the company’s annual bonus scheme, ensures that exceptional performance is recognised and rewarded, demonstrating the value Lokulus places on its employees.

The organisation runs an Annual Incentive Trip which is open to anyone who hits 120% of their target. The trip, quite often skiing, is in recognition of the immense effort the individuals put into their roles over the year and a great way to let off steam and bond over a few days away.

Management teams are able to own 24.9% of an enterprise they are leading. HG Ventures supports these business leaders with both financial support and business experience and with a modus operandi of how to develop the business; a set of 'Ingredients’ to follow that are agreed upon to accelerate growth while maintaining core values.

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.