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My Manager

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My Team

Team Cohesion = Performance

Our research shows strong team relationships boost productivity, decision-making and innovation. The My Team factor measures what matters most.

Best Companies' 8-Factor Engagement Model, focusing on My Team.

Discover the Companies With Strong My Team Scores

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.

Financial Services

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Startline Motor Finance

Startline Motor Finance ensures managers are well-equipped to support their teams through the management development programme. This initiative focuses on building skills in recruitment, performance development, and leadership, fostering a supportive environment where employees feel valued and trusted by their managers.

Team spirit is cultivated through office-based training sessions and "all staff days," which include engaging activities like team building exercises and charity events. These initiatives enhance feelings of belonging and camaraderie among colleagues.

Startline Motor Finance encourages social responsibility among its employees through charity events, such as the Christmas jumper day supporting Aware Scotland. These initiatives reflect the company's commitment to contributing positively to society beyond profit motives.

Financial Services

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Scottish Building Society

The Society hosts biannual Colleague Conferences, promoting team spirit and camaraderie. Employees from across six locations come together for these events, fostering a strong sense of belonging and unity.

The Society introduced new pension and electric vehicle salary sacrifice schemes, improving their benefits offerings and showing a commitment to fair treatment of employees.

The Society shares its strategic priorities, values, and behavioural framework with employees during annual offsites. This approach ensures transparency and trust in leadership and aligns all colleagues with the Society's journey.

Financial Services

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People's Partnership

The company's Transformational Leadership Programme offers opportunities for skill development and career advancement. This programme helps employees to feel challenged and utilise their skills effectively.

People's Partnership encourages a sense of belonging and team spirit through its monthly wellbeing activities and social events like its yearly Summer BBQs and Festive lunches.

The senior leadership team at People's Partnership sets an example of transparency and inclusivity, with their open-door policy and visible presence, fostering trust in the organisation's leadership.

Leisure & Hospitality

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The Inn Collection Group

The company invests in learning and development programmes such as the Bar Training Academy, Chef Academy and Leadership programmes. These initiatives ensure employees are challenged and their skills are fully utilised, promoting career advancement.

The Group's geographical cluster support promotes a strong sense of team spirit and belonging. Its regular general managers' meetings and regional hub training also encourage relationship building and peer-to-peer learning.

The Group recently standardised its pay and reward across the business, lifting itself out of being a National Minimum Wage employer. The company also offers a range of benefits allowing colleagues to enjoy company locations with family and friends.

Business Services

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Harmony Fire

Harmony Fire recognises the importance of bringing its people together in order to develop strong relationships between individuals, teams, and departments. It provides a social fund for all employees to use on team building days such as escape rooms, go karting, and more.

Through consistent communication, leading by example, and implementing initiatives like training programmes and recognition events, the senior management team actively demonstrates and reinforces the organisation’s values, fostering a culture where all employees are encouraged to live by these principles.

At Harmony Fire, every employee is given a Personal Development Plan which is reviewed annually, providing them with the opportunity to develop into the roles that they want to progress their careers. Further, all managers are sent on a management training programme to enhance their leadership skills.

Manufacturing

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Totalkare

The MyMediCash app provides participating employees with access to gym discounts. In contrast, employees based at Totalkare's Kingswinford offices can use the on-site gym and shower facilities free of charge. The organisation also has an employee assistance programme called help@hand which provides employees free access to mental health and other wellbeing support.

To improve its processes and working practices between teams the organisation uses RULE: Relationships – Understanding its customers and suppliers; Understanding - Mapping results to understand processes and where each person and function sits within it; Lean - Maximizing value and reducing waste and inefficiencies; Efficiency - measuring efficiencies made from the process

The CEO delivers face-to-face quarterly briefs to all employees to communicate how the business is performing against KPIs, the reasons behind that performance, and plans for the year ahead. Each quarter, all managers attend monthly departmental meetings of all other departments. This provides managers with the information to relay to their teams as appropriate.

Housing Associations

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Caledonia Housing Association

The organisation hosts regular in-person events to support its teams to come together and get to know each other. These events range from quarterly business plan updates, to regular wellbeing learning sessions, such as menopause awareness sessions, mental health first aid, and men's mental health.

Each year the organisation produces a Learning and Development Calendar which advertises all learning opportunities that all staff can sign up to complete. The courses on offer vary from funded courses through the Flexible Workforce Development Fund, inhouse developed courses, and external courses that the organisation has sourced.

Caledonia Housing Association has a defined set of leadership competencies for each level of managerial role. These are clearly linked to both the strategic priorities of its business plan and our cultural values and behaviours. Its development planning process for managers links an individual's learning goals to the leadership competencies that apply to their position.

Recruitment

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The Barton Partnership

The company prioritises personal growth with programmes like the High Performing Leaders and Future Leaders, offering skills development and career advancement opportunities through structured training modules and mentorship.

Team spirit is encouraged through regular team-building activities, cross-functional competitions, and daily stand-ups, promoting a sense of belonging and camaraderie among colleagues.

Employee wellbeing is supported through initiatives such as therapy sessions, private healthcare, and flexible leave policies, which help maintain a healthy work-life balance and reduce stress.

Marketing & Media Agencies

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SMG

SMG cultivates team spirit and a sense of belonging through its dedicated Culture Team and Culture Reps. Regular group meetings and events foster camaraderie and fun, making employees feel part of a supportive community.

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.

Not For Profit Body's

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SCAPE

SCAPE's learning and development initiatives, including SCAPE Learn and personalised development plans, empower employees to enhance their skills and advance their careers within the organisation.

Senior managers at SCAPE work alongside their teams, fostering a supportive environment where employees feel valued and heard, facilitated by an open-door policy and accessible leadership.

The open-plan office at SCAPE promotes collaboration and team spirit, offering both formal and informal spaces for employees to connect and engage with their colleagues.

Housing Associations

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Saffron Housing Trust

Saffron Housing Trust fosters team building and collaboration by encourage employees to work together to help create its Inspirational Strategy. The organisation also arranges regular social functions to help strengthen team relationships such as its Quiz and Chips events.

Strategic objectives are shared with employees under three areas – Inspiring Trust, Inspiring Organisation, and Inspiring Community – these are also aligned to the company values. Colleague’s views and perspectives are important to the Trust and employees are encouraged to provide feedback through the Staff Forum.

All employees have one paid day annually to volunteer for a local charity or community project of their choice. Colleagues partner with local charities to choose from a range of volunteering opportunities, from environmental clean-ups to skill-based support. Teams are also encouraged to volunteer together to build relationships while making a collective impact.

Food & Drink

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Mademoiselle Desserts

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.

The organisation encourages its employees to regularly work in groups on how to bring its values to life. As an office based organisation, employees can communicate often and easily. The company further encourages regular team meeting, with engagement teams providing feedback to other teams.

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

Construction & Engineering

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Murphy

The company's Manager Induction and Supervisors Development Programmes ensure managers are equipped to support, trust, and care for their teams. They uphold the Murphy values and make sure these impact management practices positively.

Murphy promotes a strong team spirit through various initiatives. Its 'Walk & Talks' encourage camaraderie and connection amongst employees. Regular town halls and company-wide briefings ensure everyone feels part of the wider team.

Murphy multifaceted reward strategy recognises employees' efforts with a range of benefits and reward mechanisms. These include long service awards, wedding vouchers, maternity return bonuses, and the ACORN peer recognition awards.

Law

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Brabners LLP

Bringing its people together is a vital to Brabners ethos. During the festive period, the organisation holds its annual Winter Wonderland quiz, where its teams and their families can join in with a fun quiz and takeaway. Other team initiatives include weekly running and walking clubs where random groups of colleagues can compete for prizes.

Brabners employs a dedicated Learning and Development team that supports the talent within the organisation on their Brabners Careers Pathways. Colleagues have access to a range of learning resources through the company LMS, its internal development programme, and a blended learning environment encompassing e-modules, classroom learning, and face-to-face sessions.

The Brabners Foundation is a grant-making charity which provides grants to existing, registered charities using funds raised by the firm’s Charity Committee. To date, the Brabners Foundation has donated over £40,000 to charities, including: Eco Therapy Garden, Liverpool in Arms, The Hive Youth Zone, and many more.

Law

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BCL Solicitors LLP

BCL Solicitors maintains a strong internal culture that is supportive and collaborative, reinforcing the firm's core values of integrity, justice, and teamwork. This environment ensures high-quality client service and a workplace where people can thrive through shared commitment to excellence.

BCL Solicitors has amended its family support policies, including Maternity, Adoption, Shared Parental Leave, and Paternity policies. These updates reflect a commitment to supporting diverse family structures and fostering an inclusive work environment for all employees.

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.

Law

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Morton Fraser MacRoberts

Teams are encouraged to bond and strategise through away days, such as the leadership development sessions at the Royal Botanical Gardens in Edinburgh. Social events, often tied to diversity and inclusion or charity focuses, like the South Asian Heritage month celebration, foster connection and meaningful conversation.

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.

Financial Services

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Warranty First

Warranty First builds stronger relationships between its people and teams through a variety of team building days and evenings. The organisation also has in-office ping pong tables where employees take part in friendly competitions during breaks.

The leadership team at Warranty First ensures that there is clear communication between all levels of the organisation through regular team meetings and buzz sessions where KPIs and targets are filtered down to individuals.

Management and leadership skills are provided through Warranty First’s inhouse HR consultant. Courses include subjects such as the right to manage, the legal context, emotional intelligence, absence management, wellbeing, and Equality, Diversity and Inclusion.

Technology

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Utilize Plc

Utilize’s Private Healthcare encourages staff to look after their well-being in many ways. It offers discounted gym memberships, discounts on fitness trackers and activewear, and free health checks. It also offers free annual subscriptions to wellness mobile apps such as Headspace and discounted spa breaks.

Each team in the business is given a quarterly budget to spend on a social outings. Previously, teams have been on dinners, lunches and brunches, spa days, Airsoft, Go Karting, Top Golf and even a rage room! The organisation actively encourages departments to team up, so that people get to spend time with different people.

Utilize supports and promotes employee growth and development in various ways, providing regular feedback to help employees identify their strengths, areas for improvement, and career goals. This is called the One Page Plan held every quarter. Employees are encouraged to pursue their interests and passions and to take on new challenges and responsibilities.

Education & Training

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Exeter Students' Guild

The Guild brings teams together to celebrate their shared success, such as on its annual all-staff day where staff can choose to take part in a range of activities - from bowling and rock climbing, to crafts, wellbeing walks, expert talks and massages.

Exeter Guild place a huge focus on developing future leaders. Every person that joins the Guild as a non-manager attends a 3-day leadership programme that focuses on ‘Grip Self, Grip Team, Grip Task’. It’s about taking personal responsibility, finding your ‘why’ and seeing yourself as a leader in the organisation and beyond.

The Guild is committed to minimising its environmental impact wherever possible. This is achieved strategically and operationally through an Environmental Management System, but crucially includes educating members about ways in which they can improve their impact on the environment. Furthermore, the Guild facilitates and supports environmental initiatives and provide volunteering opportunities for its members.

Business Services

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Wunderkind

The organisation believes that success is driven through open communication. It operates with a mixed model of empowered department leaders as well as key stakeholder announcements. Weekly one-on-one calls and meetings - which involve relationship building, professional support and two-way feedback - are deeply ingrained in its culture.

The organisation operates using its ‘WIIGs’ (Wunderkind Identity and Impact Groups). WIIGs give back to the employees, the community, and the business. They are a resource to help employees feel connected, valued, respected, included, and aware. Each WIIG has its own budget to achieve its purpose, support its community and to grow awareness and inclusion.

The People Team also host their own 'extra' all-hands meetings to keep employees fully informed about 'all things people' including how their feedback is being used and what's new.

Business Services

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LumiLinks

LumiLinks brings its teams together to build stronger relationships through a number of activities and events, including hosting board games and book clubs, encouraging colleague to put forward albums of the week, pizza days, and geoguessr competitions.

One of LumiLink’s core values is to promote and support lifelong learning. Internally, it has a robust leadership training programme which is delivered through its people partners. This platform has over 400 courses that can be delivered in bitesize sessions, and includes a range of soft skills, behavioural attributes, and emotional and mental wellbeing programmes.

LumiLinks supports several causes, including sponsoring an internal project to support analytics for the visually impaired. The organisation also sponsors a grassroots football team and a London based Gaelic football team, and supports events for a cystic fibrosis charity.

Financial Services

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Harpenden Building Society

Harpenden Building Society encourages a strong team spirit. It hosts get-togethers like popular quiz nights and an end-of-year awards event, fostering a sense of belonging and camaraderie among employees.

The society provides wellbeing support via a free employee assistance programme, mental health first aiders, paid compassionate leave, and counselling support. It also offers flexible working arrangements to maintain work-life balance.

Regular business updates are shared by the Executive Committee, outlining the Society's plans, progress, and performance.

Not For Profit Body's

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Westminster Foundation for Democracy

At WFD, wellbeing is not extra. All staff are committed to their work because the company wants to make a positive difference. Its flexible working policies are a key initiative to support the positive wellbeing of its staff. These policies aim to improve work-life balance, reduce commuting costs, and relieve staff of some workplace pressures.

The company organises an annual “Reading Week” in which it pauses its usual work to discuss what's working well in the business and where change is needed. For 2023, the theme was ‘innovation’, gathering colleagues from across the business for over four days to hear about the application and challenges of delivering results and impact.

All of WFD’s line managers are dedicated to their managerial development through an externally sourced programme. The four-module programme covers 1 - Goal Setting and Engagement, 2 - Workload Management, Prioritisation, and Delegation, 3 - Managing for Performance, including Effective Feedback, and 4 - Coaching and Development Conversations.

Financial Services

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Zempler Bank

Zempler Bank builds team relationships through a variety of activities and events. It’s monthly huddle enable employees to hear the latest updates from the CEO and other speakers, and it organises regular team building days such as its Team Culture days, Summer and Christmas parties, and it department ‘away days’.

The organisation launched a Leadership development programme last year, ensuring investment in its senior managers' development. It also introduced a management development programme to equip its managers with the knowledge and skills needed to effectively lead, support, and engage their teams.

Zempler Bank’s Talent Referral Scheme has a community related element, whereby part of the referral is a Community Reward: giving back and supporting others in the ups and downs of life with a donation of £125 to a charity of the employee's choice, selected from the list of Cashplus Bank supported registered charities.

Charity's

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Age UK

Age UK has worked to embed a culture which values mental and physical wellbeing throughout the organisation. This includes a sign-posted Wellness Action Plan, training for managers from the mental health charity, Mind, on how to recognise and support people’s mental wellbeing, and 50 Mental Health First Aiders.

Age UK has a two-level management and leadership-development programme. Its Empowering Managers Programme focuses on empowering its managers with the right tools and knowledge to thrive in their roles, as well as ensuring its people managers understand, and are aligned with, its culture.

The organisation helps to build team relationships through a number of initiatives. Team away days develop relationships in a fun, out of office setting, whereas staff forums and briefings provide team members with the opportunity to have their voices heard.

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UKSA

Family and friends fun days bring everyone together to live one of the charity's values: "Challenge, have fun and smile." Regular newsletters, along with all-staff meetings and communications, keep the culture alive. News and staff feedback is shared through the HR department's People Hub.

Employees are encouraged to do apprenticeships. The charity has introduced a leadership academy that offers a blended learning programme and it has seen positive change, growth and development in those who have taken part. The HR department supports aspiring leaders to develop in their role.

The comprehensive rewards and recognition benefits package on offer includes giving out monthly golden tickets to those who have lived the charity's values or gone above and beyond. The golden ticket can be exchanged for a prize in the "goodie cupboard".

Technology

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mhance

mhance supports personal growth by encouraging employees to undertake professional qualifications such as Microsoft exams, CIPD or CIMA. The 'Educate & Celebrate' programme provides structured learning opportunities, encouraging skill utilisation and career advancement.

Team spirit is nurtured through regular company socials and virtual team quizzes. Monthly face-to-face sessions and the new HR system facilitate interaction and camaraderie among colleagues, fostering a sense of belonging.

mhance ensures a fair deal for its employees with a comprehensive benefits package, including an Employee Assistance Programme, reduced gym memberships, and cashback on medical expenses. They also offer 13 weeks sick pay and an income protection scheme.

Financial Services

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Fintel

Fintel encourages team spirit through regular team days and social events like the annual 'Easter Bonanza' and 'Summer Parties'. These initiatives foster a sense of belonging and camaraderie within teams, helping to create a fun and collaborative work environment.

Fintel prioritises employee wellbeing, launching a five-pillar wellbeing strategy and a dedicated mental wellbeing framework. The organisation also offers an Employee Assistance Program service as part of its Medical Cash Plan, encompassing one-to-one counselling, virtual GP appointments and a range of wellbeing resources.

Fintel is committed to giving back to society, evident in its charitable contributions and volunteering initiatives. The organisation provides free expert insight to MacMillan Cancer Support and offer free training to students at the University of Northampton. It has also introduced a volunteering allowance for employees to support local charities.

Health & Social Care

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VetPartners

VetPartners holds an annual congress to bring its national team together to discuss innovation and focuses for the coming year, followed by a black tie celebration event and awards for Vet of the year, Nurse of the Year, Practice Manager of the Year, and Support Centre Best Support Award.

VetPartners supports its colleagues in their personal development by giving them an annual allowance to progress their learning. Vets receive £1750, Nurses £600, and all other colleagues £250 per year. Colleagues who work in Vet Roles can attend The London Vet Show annually and Nurses have the opportunity to attend the BVNA congress every year.

Practice leaders are provided training by the organisation's senior leadership programme, covering a variety of topics from Equality and Diversity to Performance Management. VetPartners also offers a leadership programme to new colleagues and a graduate programme that takes on over 100 graduate veterinary surgeons every year.

Retail

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Williams

The Williams Academy, revamped in 2021, focuses on upskilling and developing Line Managers and Assistant Managers. This initiative has led to numerous promotions, indicating a clear path for advancement.

Williams encourages open communication and collaboration through the Business Improvement Group (BIG). This group fosters team spirit and a sense of belonging as employees across all levels can contribute ideas to enhance the workplace.

Williams, in partnership with the Rainy Day Trust, provides financial support, education, and grants, along with mental health support. The company also encourages employees to be trained as Mental Health First Aiders.

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Toyota (GB)

At Toyota (GB), managers are equipped to support their teams through the Management Development Programme. This programme nurtures a supportive environment, fostering trust and care between managers and their teams.

The 'budget for fun' initiative at Toyota (GB) is a great example of promoting team spirit. By encouraging teams to engage in activities unrelated to work, it fosters a sense of belonging and fun within the team.

Toyota (GB) takes employee wellbeing seriously. From Wellbeing Passports and access to the Unmind tool, to the provision of a Wellbeing Ambassador and Mental Health First Aiders, the company ensures a balanced work-life environment for its workforce.

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TotallyMoney

TotallyMoney's Managers Network ensures that all managers are equipped to support their teams. They receive internal management training, including essential policies, delegation frameworks, and creating psychological safety, ensuring employees feel trusted and cared for.

TotallyMoney promotes a strong team spirit, encouraged through various social clubs and company-wide social events. These initiatives, along with weekly breakfast meetings, ensure that employees feel a sense of belonging within their teams.

TotallyMoney offers a plethora of growth and development opportunities. Generous training budgets, regular catch-ups, mentoring, and progression frameworks encourage employees to utilise their skills and advance in their careers.

Not For Profit Body's

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Society for Endocrinology

Staff have regular performance development reviews and regular informal meetings with their managers. The Society has implemented a Knowledge Hub on its Intranet for staff to upload and share their own content. It also runs a People Lead programme for all employees who manage and lead people with a key focus on soft skills.

The Society promotes team spirit through monthly Hang-outs, attended both in person and online. This initiative helps in fostering a sense of belonging among employees, encouraging them to have fun and engage with their colleagues.

The Society for Endocrinology fosters a sense of pride in its team, demonstrated by the commitment to open communication and celebrating group successes. This includes cake sales, summer and winter company socials that serve to strengthen the bond among employees.

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Franklin Fitch

Franklin Fitch brings its people together through a number of initiatives. Employees can join in with a Run Club and with the company’s 5 a side football teams. Other activities include the organisation’s ‘City Social’ where teams explore different locations and restaurants in their city, and individual team nights out.

Every month the whole company works towards breaking company records as part of ‘Raise the bar Fridays’. The reward for breaking a company record plays into bonus structures for the end of the year and, more immediately, gives all employees a 3pm finish on the first Friday of the following month.

The Franklin Fitch Academy has dedicated academy managers for each of the organisation’s main languages (English/German) who support employees from the beginning of their journey through to more senior training opportunities with internal and external providers, coaches and mentors.

Technology

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ESET UK

ESET UK has mental health first aiders to help any and all employees. These mental health first aiders are signposted across the business so all employees are aware how to contact. The organisation also provides a wellbeing benefit of £35 a month that employees can spend on anything that is beneficial to their wellbeing.

At the Christmas Parties and Summer Away Days, the organisation incorporates entertainment with team-building, celebrating success and brainstorming ideas for future progress. It also provides every team with a budget to engage in regular team building activities. These activities vary from physical challenges such as climbing Snowdon, to cooking classes, meals out and ice-skating.

As well as providing free hot and cold drinks in the office with fruit and biscuits, and lunches when meetings take place over lunch, ESET UK gifts each employee with seasonal goodies such as chocolate at Easter, a love letter on Valentines day, and a Christmas hamper at Christmas.

Consultancy

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Energy Aspects

The global Townhalls and the practice of having different business areas present at each meeting not only fosters transparency but also encourages team spirit and a sense of belonging, by helping employees understand everyone's contribution to the company's success.

The company is committed to the personal growth of its employees, offering a range of training opportunities, from internal market sessions to writing skills workshops. It also provides a dedicated budget for individual development needs, encouraging a tailored approach to personal development.

The leadership at Energy Aspects prioritises clear communication of the company's values and strategic objectives. Senior leaders encourage all employees to uphold these values, fostering a culture of professional conduct and shared responsibility.

Accountancy

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Ellacotts

Ellacotts engenders pride in its employees by providing a flexible and supportive work environment. Its commitment to fostering success for both clients and employees is demonstrated through its 'Vision 2030' and 'Flex-e' initiatives.

Ellacotts promotes personal growth through its UK200Group Pathways Programme, which offers management, leadership, and business development workshops. The firm also provides one-on-one coaching sessions, ensuring individualised development plans for employees.

Ellacotts promotes team spirit and a sense of belonging through regular firmwide social events, such as "CoachElla-cotts" and "The Big Team Build". These initiatives, coupled with regular department meetings, enhance engagement and productivity within teams.

Marketing & Media Agencies

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Crafted

Crafted’s ‘Go Awards’ showcase the agency’s great people, the values they epitomise, and the amazing work they’ve done. Its yearly Crafties awards celebrate teams’ successes as well as naming an individual as ‘Craftie of the Year’. The agency also rewards employees through its annual profit share, which is shared equally, regardless of role.

All managers have regular check ins with their line manager to encourage support within their role. Crafted also has a learning and development matrix which managers can access, which includes leadership courses such as Peerspective, allowing managers to benefit from a peer group-esque approach to development and coaching.

Crafted organise regular social and team building events to help develop interdepartmental relationships. Events include everything from summer parties and awards evenings, to gaming nights and craft evenings. The agency also took its whole team to the Crystal Maze Experience in London for a bit hit of nostalgia and team building.

Consultancy

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Costello Medical

Costello Medical supports employee development through excellent internal training opportunities, funding for external courses, and a rolling promotions process. The company encourages both vertical and horizontal progression, offering employees the chance to expand their knowledge and expertise.

Managers at Costello Medical are trained to support their teams, fostering confidence and wellbeing. Regular catch-ups and feedback, coupled with a dedicated HR partner for each division, ensure that employees feel cared for and supported in their roles.

Costello Medical cultivates a team spirit through group Teams channels for each division and office. Regular social breaks, divisional socials, and activities like fundraisers encourage camaraderie and fun, fostering a sense of belonging within the team.

Technology

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Eficode UK

The marketing and solutions experts and SLT teams have both held several “away days” where they have a day away from the business and discuss pertinent work without any distractions. Following the day they have a social evening. Teams are allocated a budget to use on team bonding nights out, meals, entertainment, and milestone awards.

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.

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Birdworld

The company supports its people's development through apprenticeships and CPD training, for example, the keeper team completes CPD with local wildlife charities. Leadership and management skills workshops are also offered, covering topics like communication and behaviour role modelling, with ongoing support from the People & Development team.

Birdworld's leaders are a key part of the day-to-day operations, working alongside their teams to support staff, guests and animals. This hands-on approach breaks down barriers, fostering a supportive environment where all team members feel comfortable providing feedback and sharing their views.

Birdworld empowers teams by involving them in daily operations and fostering an environment of direct, two-way discussion during weekly team meetings. This collaborative approach, combined with the "Good Egg Awards" peer recognition scheme, strengthens bonds and ensures that contributions are acknowledged and celebrated.

Financial Services

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Bumper International

Bumper supports colleague development through the Bumper Levels framework. This system clearly outlines the specific steps required for an individual to progress to the next level, helping them understand their own career path and empowering them to take charge of their professional growth.

Managers are empowered to develop their skills through structured opportunities like LinkedIn Learning courses and comprehensive “Managers How-To” guides. The Bumper Levels framework also helps managers support their teams' growth, ensuring they have the tools to provide meaningful feedback and guide their colleagues' success.

The annual three-day retreat brings the Bumper team together in locations like Lisbon or rural France. This event allows colleagues from different departments to reconnect, get outside, and reset, fostering stronger relationships and a more cohesive and collaborative working environment.

Financial Services

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Medicash Health Benefits Limited

Managers at Medicash are supported with leadership training and encouraged to engage in external learning and industry events. This is complemented by internal knowledge-sharing sessions, which promote peer learning and cross-functional collaboration, helping employees to develop new skills.

A strong and inclusive culture is fostered by blending in-person connection with digital collaboration. The hybrid working model, which requires employees to be in the office at least two days a week, supports team cohesion and encourages informal interactions, enhancing collective engagement and morale.

Medicash is dedicated to improving wellbeing for everyone. For employees, this includes access to confidential counselling, 24/7 GP services, and digital wellbeing tools. This support framework helps maintain resilience, promotes a healthy work-life balance, and encourages mental and emotional wellness.

Technology

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Planet IT

Planet IT invests in staff training and rewards, promoting personal growth and skill utilisation. The organisation’s focus on continuous learning through official courses enables employees to feel challenged and opens up opportunities for career progression.

The strong 'Planet Family' culture at Planet IT encourages team spirit and a sense of belonging. Regular team-building activities, from skydiving to trips abroad, foster unity and ensure employees have fun while working.

Planet IT acknowledges the importance of wellbeing with initiatives like mental health support and discounted gym memberships. These initiatives help employees maintain a healthy balance between work and personal life, contributing to their overall performance.

Housing Associations

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Brighter Places

Brighter Places supports personal growth through initiatives like the Brighter Places University programme and traineeships. These efforts have led to one in four promotional opportunities and 50% of management opportunities being filled by internal colleagues.

The ethos at Brighter Places is one of collaboration, trust and respect, encouraging a sense of belonging and team spirit. The company actively fosters a blame-free and supportive working environment, ensuring everyone feels valued and part of the team.

Brighter Places offers a Flexi Benefit scheme of up to £700 for wellbeing, a 6.16% pension contribution, and 30 days of annual leave. The organisation also provides an interest-free loan of up to £1000 and up to 14 weeks of company sick pay, ensuring a fair deal for their employees.

Leisure & Hospitality

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Brewhouse & Kitchen

The Future Leaders Academy and apprenticeships, including the Brewing Apprenticeship, provide structured pathways for advancement, ensuring employees feel challenged and their skills optimised for career growth.

Brewhouse & Kitchen offer manager apprenticeship schemes, including courses such as Hospitality Manager and Operational Manager. The organisation also has a Leadership Academy, where its leaders of the future are taken through an 8 week programme.

Utilising Yapster, teams can keep up to date and communicate with anyone within the business. Brewhouse & Kitchen use the app to announce employee recognition of "Legends" programme, communicate any new menu items to drum up interest, and any key business change messages.

Recruitment

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Masentó Group

Weekly ‘Think Bigger’ teams calls with all employees highlight successes and celebrate the journey. Regular socials take place outside of work hours, where the team are invited to attend fun and competitive activities together. There are also two group holiday incentives per year, where the team chose where they would like to go together.

There are two company holidays per year and a chance for employees to win a luxury spa break for themselves and a guest. At Masentó Group's yearly AGM, it award its 'Top Billers' and 'Living The Values' winners with trophies, champagne, and a chance to win a luxury watch.

Masentó Group's leadership team are engaged on an 18-month programme of one-to-one coaching and group sessions with an external company. Some of the topics covered are the power of influencing, embracing discomfort, understanding the different personality styles of their teams, clear communication and being accountable.

Education & Training

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Petty Pool

The Trust dedicates two employee days per year for all its staff. These include a hiking challenge and an outdoor waterpark.. Staff can try water sports such as paddle boarding and an inflatable assault course. Anyone who doesn't wish to be adventurous can enjoy a picnic and relax by the water.

Petty Pool’s uses rewards and recognition to encourage its employees to start living, demonstrating its values and empowering others to do the same. It hosts yearly awards in four organisation value areas and a couple of fun spontaneous recognition awards with all staff across the organisation.

The Trust has an emerging leader programme which includes coaching, training, and developing its top talent. Managers also receive mentoring with senior leaders who have an open door policy where managers can get advice or guidance when it's needed. Petty Pool encourages managers to network with other organisations to support best practice.

Food & Drink

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Hilltop

During the organisation’s Annual Conference, employees have the opportunity to celebrate everything Hilltop. The Managing Director shares results from the last year and launches the One Page Business Plan, providing insight into where every colleague fits into the plan going forward. Food and drink is provided in a local venue afterwards.

Hilltop provides its employees the opportunity to grow through Personal Development Plans, internal and online training, and government supported schemes (including IOSHH, HACCP, BFCGS, and ILM). Over 150 external courses have been completed by Hilltop colleagues in the past year, increasing retention, engagement, and facilitating over 20 internal promotions.

Hilltop has four foundational elements to its manager development: appraisals and coaching from an internal mentor; learner led training; external training, which can be half-day sessions or government funded, longer courses; and a HR led wellbeing programme, that includes regular catch-ups to make sure the manager feels happy and supported.

Marketing & Media Agencies

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Uniform Group

Uniform is passionate about creating an open dialogue about mental health and it has four qualified Mental Health First Aiders across the group. It also has a menstrual health policy, designed to protect and support team members. Employees have access to medical support via Simply Health, and wellbeing services, including counselling, via The Circle Line.

Every quarter, Uniform hosts a company-wide lunch where a different team cooks for everyone. The events are always coordinate with when its remote people are working from its Liverpool HQ so everyone can get involved. The lunches are themed, such as in April which was Venezuelan-themed, serving traditional arepas and home-made lemonade.

Uniform benchmarks salaries to ensure fair pay for all employees. It also offers length of service awards, including £2,000 in holiday vouchers after 10 years. The organisation further rewards employees by regularly offering to pay for them and their families to go to a restaurant and have a meal on the company.

Retail

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The Entertainer

The Entertainer's charitable giving is displayed each year when 10% of its annual net profit goes to charity. Employees are encouraged to contribute via Payroll Giving, demonstrating its commitment to society. Its involvement in the Pennies scheme further underscores this commitment.

The Entertainer's focus on wellbeing is evident through initiatives to ensure a balance between work and home life, whilst aiming to reduce stress in the workplace and boost employee engagement. Its Health MOT sessions and wellbeing week activities are enjoyed within the business each year.

Team members interact with one another throughout the year via activities produced within the company. Exercises including Pilates, Reflexology and Yoga provide opportunities for team members to connect, reinforcing a sense of belonging.

Business Services

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The Portfolio Group

The company's managers are developed internally, with a Director mentoring each manager through weekly one-to-ones, providing advice and guidance. Managers are also given the autonomy to lead their own teams, fostering a sense of ownership and responsibility for training and development.

Team spirit is fostered through shared experiences like the company holiday to Monaco and other regular incentives, including sports and charity events. The "wrap up" meetings bring all three offices together, ensuring every team member is connected and aware of company-wide achievements, successes, and promotions.

The company provides market-leading commission schemes and offers clear, transparent guidelines on targets and expectations. The annual all-expenses-paid incentive trip, such as the recent one to Monaco, is a reward for achieving targets and is open to all employees.

Education & Training

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Lantra

The organisation arranges a variety of wellbeing and social events for all employees throughout the year in order to build relationships between teams. Furthermore, managers have access to their own social budget to arrange events for their teams, in addition to the corporate budget for social events.

Employee salaries are reviewed every 12 months and they are internally and externally benchmarked. High street vouchers are also awarded throughout the year to celebrate employees who show great performance or demonstrate great behaviours.

The organisation runs a management training programme to help their leaders develop and better support their teams. The programme is modular, focusing on leadership, managing a team, managing performance, communication, and goal setting

Leisure & Hospitality

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Heathcote & Co

The organisation has introduced a Social Committee inclusive of each department of the company. This committee is responsible for organising several events throughout the year, including two small gatherings and two large gatherings every year.

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.

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FourNet

Weekly team calls have proved important in a flexible working environment and staff are also encouraged to use the tech company's instant-messaging and collaboration tools to improve communication and develop a strong team dynamic and identity. The tools are used throughout the business to encourage communication between teams.

Staff are asked to complete annual e-learning modules on diversity and inclusion to ensure that FourNet's culture is supportive of everyone, regardless of ability or background. Managers attend training on subconscious bias. The company supports Women in Technology initiatives and has increased the percentage of women at all levels within the business.

FourNet recognises that line managers have a significant impact on the satisfaction, productivity, innovation and wellbeing of staff, so it has set up a management development programme to enhance its leaders' skills that is accredited by the Institute of Leadership and Management.

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.

Marketing & Media Agencies

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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.

Marketing & Media Agencies

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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.

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.

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.

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.

Consultancy

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Ashton Fire Ltd

Team spirit is nurtured through regular in-person gatherings, including quarterly meetings and social activities, which promote bonding and a sense of belonging among colleagues, whether they are working remotely or in the office.

Employees benefit from a comprehensive package, including BUPA healthcare, enhanced family leave, and a Medicash plan, offering a fair and competitive deal that underscores Ashton Fire's commitment to employee welfare.

Ashton Fire prioritises employee wellbeing with mental health first aiders and comprehensive healthcare options, ensuring that staff have the resources and support needed to maintain a healthy work-life balance.

Consultancy

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Affinity Fire Engineering

Affinity Fire Engineering nurtures team spirit through regular team building activities like bowling, Crystal Maze, and Drafts. These events help to build camaraderie among the team, enhancing collaboration and productivity.

Affinity Fire Engineering prioritises employee wellbeing through monthly challenges that encourage physical activity and creativity. These inclusive initiatives cater to all abilities, promoting a healthy and active lifestyle among the team.

Affinity Fire Engineering is committed to social responsibility, engaging in various community projects and charitable causes. Their activities range from providing technical seminars to local contractors, offering work experience to local students, and making annual donations to food banks.

Not For Profit Body's

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UK Coaching

UK Coaching's 'Team Time Out' days and 'WeConnect Monthly Update' encourage team spirit and a sense of belonging. These initiatives break down silos and allow for fun, informal interaction across all departments.

The leadership at UK Coaching is actively involved in aligning the organisation's work with its values, ensuring that strategic goals are met. They also actively communicate with their teams through initiatives like the 'WeConnect Monthly Update'.

UK Coaching demonstrates social responsibility by encouraging staff to volunteer for charities and establishing a dedicated recycling and ESG group. This shows a commitment to giving back to society beyond profit motives.

Technology

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Sumo Group

Through its social learning platform, Dojo, Sumo Group has created virtual meet ups for it people in different department and offices, including studio wide quizzes, virtual coffee breaks, virtual pubs as well as social activities such as yoga and Dungeon & Dragons games.

Senior managers at Sumo Group embody the company's values and principles, actively participating in diversity and inclusivity initiatives, and taking the same training as their teams. Their actions demonstrate the pillars of Family, Security, Trust, and Collaboration that the company stands on.

Sumo Group’s Charities Committee enables its people to shape how the Company chooses and interacts with charities. The organisation has two nominated charity partners – Solving Kids’ Cancer UK and SpecialEffect – and has put over £150,000 towards charitable activities. This includes employees personal fundraising efforts across 37 different events and activities.

Housing Associations

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Paradigm Housing Group

Paradigm Housing Group takes a holistic approach to wellbeing by offering a range of support services that cover mental and physical health. These services include a healthcare cash plan worth over £1,800 per year, an Employee Assistance Programme, Mental Health First Aiders, and speakers, such as Andy’s Man Club, who promote mental wellbeing and training.

The Group’s social committee runs regular team building activities such as quizzes, pop up socials, and football related events. Every year, the organisation also hosts both a themed summer festival and a Christmas party to bring its teams together and celebrate their achievements. This year’s summer party had an Olympics theme.

Employees at Paradigm Housing Group have the chance to earn ‘Paradigm Points’ by demonstrating a behaviour relating to one of the organisation’s values and by going above and beyond day-to-day expectations. These points have a cash value that can be used to purchase certain goods at a discount or be redeemed into gift cards.

Architect & Surveyor

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Leonard Design

The firm encourages personal growth by promoting career development conversations and maintaining a record of individual achievements. It also provides a job and responsibility matrix to help employees understand their current level and requirements for progression.

Team spirit is nurtured through a variety of activities like virtual away days, online fitness classes, and team meetings. The firm also has an 'Above and Beyond' award, fostering a sense of belonging and appreciation.

Leonard Design prioritises employee wellbeing through physical activity challenges, mental health support, and talks on diet, exercise, and mindfulness, ensuring a balance between work and personal life.

Insurance

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Brunel Group

Team spirit is encouraged through regular socials and company-wide parties, fostering a sense of belonging and camaraderie among colleagues. The buddy system also strengthens working relationships, ensuring team members connect beyond their professional roles.

Brunel Group prioritises employee wellbeing through its Employee Assistance Programme, offering support for financial, physical, and mental health. Mental Health First Aid training and partnerships with 'Perks at Work' further enhance the wellbeing framework for staff.

Brunel Group actively engages in community support through fundraising events, donations, and partnerships, such as the Bristol Rovers initiative. The focus on sustainability and annual charity efforts showcase the organisation's commitment to societal contributions beyond profit motives.

Business Services

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Stage Electrics Group

The team spirit at Stage Electrics Group is fostered through regular team-building activities such as STEPtember and monthly litter picks. These activities not only encourage a sense of belonging but also add an element of fun to the work environment.

Stage Electrics Group ensures fair treatment of its employees through a company-wide bonus scheme. Over the last three years, this scheme has resulted in bonuses totalling in excess of £300,000, demonstrating the company's commitment to rewarding its employees.

The company prioritises employee wellbeing by providing Mental Health First Aiders and an Employee Assistance Programme. The Health and Wellbeing Working Group further supports employees by driving initiatives to enhance both mental and physical health.

Law

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Blacks Solicitors LLP

The 'This Is Me' and 'This Is Us' initiatives promote open conversations and strong connections within teams. In addition, the Blacks Brew Crew's regular meet-ups and planning of wellbeing initiatives contribute to a sense of belonging and team spirit.

Blacks Solicitors recognises employee contributions throughout the year, beyond annual salary reviews. Rewards include shopping vouchers, local restaurant vouchers, and 'treat' days, ensuring employees feel valued.

Blacks Solicitors places a high emphasis on employee wellbeing. The firm's 'January Reboot' initiative, Reiki and Massage sessions, and holistic treatment vouchers support physical and mental health. The firm's hybrid working system also helps balance work and home life.

Business Services

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Tangent

Tangent believes in fostering strong team relationships. The agency organises global socials and parties, promoting a sense of belonging and camaraderie among its diverse workforce.

Tangent values its employees' wellbeing, offering private healthcare to those based in the UK and Spain. It also provides enhanced holiday entitlements, demonstrating its commitment to fair treatment and benefits.

Tangent is committed to sustainable practices, demonstrated through its new eco-friendly website. The organisation also educates its clients on the importance of reducing carbon emissions, showing its dedication to contributing positively to society.

Not For Profit Body's

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Gateshead Council

As well as a comprehensive wellbeing package that is available to all employees, Gateshead Council has further cared for its people health through its Making Every Contact Count programme. This enables staff to have conversations around lifestyle topics, to empower behaviour change choices, and to signpost support.

To build team relationships, the Council has arranged several team development days and team building events, including Bongo Bingo. The organisation celebrates World Social Work Day and every year it has a Learning at Work Week, encouraging team building and personal growth.

Alongside providing managers the opportunity to earn a Level 5 Diploma in Leadership in Health & Social Care and an ILM qualification in its Future Aspiring Leaders programme, the Council has a Children’s Social Care programme, with subjects like Management & Leadership in CSC & Early Help, and Working with complex needs & SEND.

Retail

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Leyland SDM

Leyland SDM promotes personal growth through its Training Academy, eLearning platform, and clear career progression paths. These initiatives provide the necessary skills and knowledge for employees to excel in their roles.

Leyland SDM fosters team spirit through quarterly business updates and team-building activities. Their internal social communication platform encourages fun interactions, strengthening feelings of belonging within the team.

Leyland SDM's environmental initiatives, such as carbon offsetting through tree planting and recycling, highlight its commitment to giving back to society. The company's efforts in this area extend beyond profit motives, reflecting a genuine interest in societal wellbeing.

Recruitment

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Signify Technology

Signify Technology supports employees' personal growth with clear progression pathways, an annual promotion opportunity, and a £250 budget for personal training or qualifications, ensuring skills are utilised and developed.

Signify Technology fosters a strong team spirit with fun activities like axe-throwing and water wipeout, creating a sense of belonging and camaraderie. Its International Fun at Work Day further encourages team bonding.

The company prioritises wellbeing through private healthcare via Vitality, mental health support, and the introduction of duvet days. This approach ensures a good work-life balance, mitigating stress, and supporting performance.

Marketing & Media Agencies

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26PMX

26PMX offers all employees free private medical and a medical cash plan from day one. The private medical insurance includes cover for both in-patient and out-patient treatment, consultants fees, mental health treatment as well as a virtual GP service. The organisation also holds twice weekly online meditation sessions to help reduce stress.

26PMX has invested in ‘connection funds’ for managers to drive connection through their teams. Each quarter, each manager has £20 per employee to spend on activities which encourage connection and collaboration and they have the option to either use this regularly for team socials, or to save the budget for larger team building events.

26PMX has a dedicated learning budget that its employees can access for suitable external training which will develop them within their roles. Training can be requested by anyone in the organisation. The organisation has invested 767 hours in internal training so far this year (January - June) and 1172 hours in research and development time.

Consultancy

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Enfuse Group

Enfuse Group promotes a strong team spirit through daily stand-ups, regular meet-ups known as 'Mark's Day', and company-wide Away Days. These initiatives create an environment of fun and camaraderie, fostering a deep sense of belonging within the team.

Enfuse Group recognises the importance of fair compensation, offering generous pay increases, promotions, and bonuses. The firm also has recognition awards linked to its values, including the newly launched Purple Cow Prize and the Be Truly Remarkable Prize.

Wellbeing is a top priority at Enfuse Group, with a monthly wellbeing budget for each employee and an incentivised life insurance app, YuLife. The company encourages a work-life balance and actively promotes activities that support personal health and performance.

Charity's

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Children's Hospices Across Scotland

At CHAS, managers play a pivotal role in fostering a supportive work environment. They are trained in Managing Mental Health at Work, and the new performance appraisal process encourages open discussions about the behaviours framework, reinforcing the supportive culture.

The spirit of camaraderie at CHAS is palpable. Initiatives like the CHAS Team Days and the CHAS Together project foster team spirit, encourage networking, and build a sense of belonging within the team.

CHAS places a high priority on staff wellbeing. The organisation's Wellbeing Strategy, Employee Assistance Programme and Schwartz Rounds offer robust mental health support. The cycle to work scheme and access to a wellbeing advice app further contribute to employee wellbeing.

Financial Services

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Darlington Building Society

The Society promotes personal growth by providing access to a comprehensive learning management system, offering externally provided courses, and running a Women’s Network. The Society also fosters career advancement through various secondment opportunities.

The Society fosters team spirit through company-wide events like the Annual Awards Evening and Family Fun Day. Collaborative working spaces and improved technology also enable greater connection and belonging among colleagues.

The Society supports employees' wellbeing through initiatives like retraining mental health first aiders, providing an enhanced Employee Assistance Programme service, and offering a Health Cash plan. Employees also receive a 'MyDay' - an additional day off to look after themselves.

Housing Associations

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Lincolnshire Housing Partnership (LHP)

Teams at the organisation are encouraged to build working relationships through regular team meetings that provide structure and support to a typical day or week. Teams also have quarterly get-togethers and wellbeing events are hosted by the wellbeing team. LHP also arrange community events such as canal rubbish cleaning.

The organisation uses SharePoint as a source of news for everyone in the company. It hosts an annual company conference to allow everyone to get together, alongside smaller team and directorate meet ups. Everything is reinforced by the “LHP way” and its new People & Culture Framework which details the behaviours expected from staff.

All managers at LHP attend a four-day programme which teaches them some basic managerial skills, with topics including: what is good leadership, effective communication, performance management, managing a team, my impact on the organisation, delegation, motivation and morale, decision making, analysing what is going well, and action planning. Managers can also study numerous other modules.

Retail

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The Works

The Works continues to have a strong partnership with the Retail Trust, who offer an Employee Assistance Programme option for all staff, and provide proactive support. The organisation has also launched a Wellbeing Warrior programme where colleagues across the business are trained to offer support and signpost resources available.

This year, The Works upped its game with the second year of WorksFest. The celebration event, where colleagues came together to hear business updates, took part in summer fayre-themed activities, had a meal from the food truck and lemonade stand, and raised money for the organisation’s charity partners through a raffle and bake off competition.

The Works is passionate about providing impactful and engaging development opportunities for colleagues that will have a lasting impact on their continued development, personal growth, and wellbeing throughout their lives. It continues to develop content of its Learning Academy - the Can-Do Academy - which hosts hours of learning covering current role and extended learning.

Charity's

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The Soil Association

Team spirit is actively encouraged through sports groups like badminton and cricket, as well as social gatherings such as festive parties and the Winter Fayre, fostering a sense of belonging and camaraderie among colleagues.

Senior management integrates values into strategic plans, with regular communication and role modelling of behaviours to demonstrate commitment to organisational values and principles, ensuring alignment and clarity.

The Soil Association actively engages in community initiatives like the Green Skills for Jobs and Entrepreneurship programme, supporting young people from racially minoritised backgrounds, showcasing the organisation’s commitment to societal contributions beyond profit motives.

Leisure & Hospitality

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Mission Mars

The company's overseas conferences and charity fundraising events foster team spirit and create a fun, collaborative environment. These experiences help build strong bonds between colleagues, enhancing a sense of belonging within the team.

Mission Mars’ partnership with Hospitality Action, an Employee Assistance programme, offers free, confidential support to all employees, thus promoting their wellbeing. The Fourth Engage platform, which allows employees to set notifications for work hours only, helps maintain a balance between work and personal life.

Through partnerships with local charities such as Youth Zone and the establishment of the internal Mission Mars Foundation, the company encourages employees to give back to society. Their focus on sustainability further demonstrates their commitment to making a positive impact.

Telecom

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Lily

Lily encourages a supportive and trusting relationship between managers and their teams. Regular check-ins, especially for remote workers, and the implementation of the Management Development Programme ensure that employees feel cared for and trusted by their immediate managers.

Through initiatives like the 'I am a Succeeder' programme and company-wide events, Lily fosters a strong team spirit and a sense of belonging. Regular social events and charity days further strengthen team bonds and promote a fun, collaborative work environment.

Lily's leadership fosters transparency and alignment with company goals. Monthly business updates led by Managing Director Chris Morrisey and the 'Strategy 4 Success' initiative keep employees informed about the company's vision and growth journey, promoting trust in the leadership team.

Law

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Kingsley Napley LLP

Kingsley Napley invests in its employees' development. An eighth of the firms training budget is dedicated to sponsorship agreements for qualifications, with opportunities for advancement such as Lean Six Sigma, thus utilising and enhancing their skills.

Kingsley Napley promotes team spirit and a sense of belonging. The firm provides a social budget for team events/activities, supports sports teams, a choir, and encourages interaction through weekly newsletters, making employees feel part of a cohesive unit.

The firm prioritises its employees' mental and physical wellbeing by investing an annual budget of over £100,000 into initiatives such as an Employee Assistance Programme, private medical cover, and a cash plan for all employees and partners. It also provides employees with a £200 per annum wellness subsidy to spend on any activity they choose.

Business Services

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TravelPerk

TravelPerk promotes team spirit and a sense of belonging through its regular 'In Real Life' events and various team-building activities. Each team is provided with a social budget for hosting monthly events, fostering camaraderie and fun within the team.

TravelPerk offers a fair deal to employees by recognising their performance and dedication. The Value Heroes Awards and additional stock options for high performers are examples of this commitment. The company also provides a comprehensive benefits package, including enhanced health coverage and discounted gym memberships.

TravelPerk places a strong emphasis on employee wellbeing. The iFeel platform provides resources for mental health support, and the Help@hand app allows easy access to medical advice and mental health support. The company promotes physical wellness through its Cycle to Work scheme.

Charity's

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Alzheimer's Research UK

The Leadership Development Programme equips managers to effectively manage individuals and teams. Regular communication, trust, empowerment, and support from managers help create an environment conducive for employees to thrive.

Alzheimer’s Research UK promotes team spirit through initiatives such as StrengthsFinder and "Building a Team Brand and Shared Mission". These initiatives aim to improve team interaction, communication, and unity, fostering a sense of belonging among employees.

The Senior Leadership Team at Alzheimer’s Research UK exemplifies the charity's leadership attributes, creating organisational clarity and keeping employees informed through various communication channels. The Leadership Attributes are integral to the organisation's culture, promoting a sense of empowerment and responsibility among employees.

Education & Training

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AAT

AAT supports personal growth with diverse learning opportunities. They offer soft-skill training courses and pay membership fees of industry trade bodies, enabling individuals to follow best practice and develop in their careers.

The organisation encourages team spirit and a sense of belonging via platforms like Workplace and a social group, the “Social FunAATics”, which organises various events to foster camaraderie among colleagues.

AAT's commitment to social mobility is demonstrated through their bursary scheme, enabling dedicated individuals to succeed in the sector regardless of their personal circumstances. They also endeavour to achieve Net Zero by 2030, contributing to environmental sustainability.

Utilities

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Brown Recycling Ltd

Brown Recycling celebrate the wins, no matter the size, from service awards to certified awards, the organisation recognises accomplishments. It also invites outside engagement in forms of communication and team bonding days, taking interest in forming personal connections and embracing everyone’s individuality.

Brown Recycling supports the employees growth and development within the business. With support from its HSE and HR departments to external training, the organisation recognises potential and encourages growth however it can.

The management team at Brown Recycling demonstrate healthy behaviours and habits, encouraging employees to do the same. By normalising conversations that may seem daunting to some, they support employees to seek help wherever maybe needed, with the additional benefit of its health platform, access to help is manageable in a variety of different ways.

Food & Drink

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The Flava People

To foster team energy and unity, the organisation hosts quarterly strategy sessions, providing a platform for collective brainstorming and goal alignment. Additionally, it organises communal cooking events and celebrations, creating opportunities for bonding and relaxation outside of work tasks.

The leadership team fosters organisational clarity through several key practices. They prioritise open and transparent communication, ensuring that all employees are kept informed about company goals, changes, and progress. This is achieved through regular meetings where updates and expectations are clearly communicated. Additionally, directors conduct quarterly strategy sessions to review and refine the company direction.

The organisation works closely with The Message Trust/Community Grocer and have sent staff out on volunteer days to take part in gardening in the community and packing in a grocer's warehouse. The Flava People also donates some of its products and a proportion of its sales to the same charity.

Recruitment

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In Technology Group

ITG's core value, 'We're only as good as our team,' is deeply ingrained in the company culture. The collaborative atmosphere encourages teamwork and mutual support, promoting a sense of belonging among employees.

ITG offers a comprehensive framework for development, including structured training programmes, regular appraisals, and financial support. The clarity provided by the Appraisal Guide and Commission Structure empowers employees to take charge of their career growth.

ITG’s Senior Management sets the benchmark for excellence, leading by example and embodying the company's values. Their commitment to fostering a sense of unity and purpose inspires employees to uphold the company's values and contribute to its success.

Financial Services

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Scottish Friendly

For Wellbeing Week in 2023 and this year, Scottish Friendly had a comprehensive diary of fun and practical activities including board and console games during lunch as well as more focused health sessions including massages, flu vaccinations and workshops on managing stress.

Scottish Friendly facilitates fun sessions when launching new initiatives or systems to enable colleagues to interact while providing breakfasts and snacks in the canteen areas where everyone can congregate. Its CS department has held fun challenges (such as Mario Kart competitions) and held competitions linked to sporting events.

The organisation seeks to reward colleagues through peer recognition, offering £50 per month to the winner. It is currently implementing a new recognition scheme whereby three winners will each get one days additional annual leave, plus £100 credit into their recognition pot which they can spend on vouchers, experiences, gifts or charity donations.

Insurance

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ActiveQuote

ActiveQuote’s Wellbeing Champions team consists of mental health first-aid trained staff members who are available to chat and support staff at any time. The organisation also has a comprehensive PMI policy which is medical history disregarded and includes mental health cover, and a digital health service provider where people can talk to doctors online.

Each team conducts regular team trips out which include meals and drinks. The organisation also holds a happy hour the second Friday of every month at the end of the for the day for employees to wind down from work. Departments have regular team quizzes at the end of the day on a Friday.

The organisation uses its entry-level role as a type of ‘academy’ where it trains, mentors, and develops its ‘early careers’ talent into future leaders and internally recruit them into other roles. ActiveQuote invest in qualifications for employees too such as Cert CII, CIPD, and DevOps qualifications.

Charity's

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Connection Support

Connection Support brings its teams together through monthly office social lunches, value workshops led by the CEO, its Annual Awards Ceremony, and by attending and supporting community events such as Pride, and participating in fun fundraising challenges like running and climbing.

Connection Support created a working group to focus on: Completing a suite of core competencies for all staff; Improving induction training; Improving overall training and development of staff; and Implementing development opportunities from the survey feedback sessions in 2023.

Managers at Connection Support have the opportunity to gain a Leadership & Management qualification through the Institute in Leadership & Management (ILM). Managers are currently working toward Level 3 and upon completion will achieve an Apprenticeship in Team Leading and an ILM Level 3 Diploma in Management.

Technology

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IP Integration

IP Integration has 'Wellness Days', where if an individual is overwhelmed, stressed, burnt out or struggling, their manager can give them a day, or more if required, to recoup, without it affecting annual leave allowance or being noted as sick leave. Additionally, the organisation has an Employee Assistance Programme for those that need professional support.

IP Integration Social club is run by volunteers across the business who plan multiple events throughout the year. They arrange frequent social events such as rounders, axe throwing, and shuffle boarding. It also hosts a family day every year with activities like BBQs, petting zoos, ice cream van’s, magic shows, bowling and adventure golf.

IP Integration's Performance Enablement process enables top performers to be recognised as 'Exceptional' people. During Company Kick-Off events, held at the beginning of its financial year, it present these exceptional individuals to the rest of the organisation and give them a £750 voucher for going above and beyond.

Leisure & Hospitality

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Wyboston Lakes Resort

The resort prides itself on fostering a strong sense of belonging within its teams. This is echoed in its motto 'You Belong at Wyboston', and is reinforced through daily meetings and events that celebrate team success and embed company values.

At Wyboston Lakes Resort, trust and openness are encouraged. The company promotes 'vulnerability-based trust', enabling employees to voice their thoughts and ideas without fear of negative repercussions. This supportive culture is further reinforced by the CEO, who personally highlights instances of open communication.

The leadership team at Wyboston Lakes Resort maintains strong lines of communication with all team members. They host bi-annual All Team Meetings to keep everyone updated on the long-term business plan, current trading, and future projects, demonstrating their commitment to transparency and engagement.

Marketing & Media Agencies

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Waste Creative

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.

Waste Creative organises monthly cross department socials such as dinner, bowling, and exhibition visits. It has held gaming tournaments in the office, has a fantasy football league, as well as a Waste 5 a side football team. It also celebrates individuals’ personal achievements and has thrown a baby shower/pizza party for someone on the team.

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.

Not For Profit Body's

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Recruitment and Employment Confederation

Working from home has meant that teams have had to get creative with how they interact with each other. During team meetings, games such as ‘behind the keyhole’ are played to improve engagement and communication. Teams also hold virtual drinks on a Friday where they get together and raise a glass to the weekend.

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.

Manufacturing

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Novatech

The organisation provides quarterly team social allowances which enables people across the business to go out together. A number of teams also use gaming platforms to chat and play games together on breaks. This has all helped Novatech to bring people together, and improve connectivity and team relationships.

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.

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