What are companies doing with regards to 'My Team'

As part of a move by to improve organisational clarity, new staff are given a buddy. The buddy provides discreet, non-judgemental pastoral support and helps them to acclimatise to the new environment. For the rest of the team, quarterly "all-hands-on" reviews bring the opportunity for senior leaders and team members to ask questions.

PebblePad has a wellness policy offering two days per year for employees to focus on self-care. There is also a 'Wellbeing Workgroup', a team of volunteers from across the business who raise and discuss wellbeing initiatives, including mental health first aiders at work, a wellness policy and raising awareness of World Mental Health Day.

As a member of 1% for the Planet, the company gives to environmental partners. It donates another 1% of annual turnover to the Ooni Impact Fund, which supports environmental, social and humanitarian causes. Partnerships reflect its values and focus on zero hunger, responsible consumption and production, climate action and life below water and on land.

Staff nominate colleagues who have lived by one of the five company values. The nominations are announced by the executive team in company-wide meetings and/or sent to the individual’s line manager for discussion during one-to-one meetings and reviews. Annual awards are voted for by staff. Winners receive an extra £500 from the company's 'passion fund'.

A diversity and inclusion working group has made important improvements. They include winning an 'Altogether Better Inclusive Recruitment Grant' from recruitment agency, TPP, which has led to a review of the charity's recruitment practices. It has also created a trans and non-binary FAQs document to increase understanding among staff.

There are regular opportunities for group training and development at team away-days, as well as e-learning throughout the year. Some staff also have external coaches or mentors. As part of the appraisal programme, staff must complete learning and development plans which are used to create the organisation's training budget.

Senior management have changed their vehicles to hybrid and fully electric cars and there are electrical charging points fitted at the business. The company is also planting trees to offset its carbon footprint.

The company aims to ensure that when staff request time off at short notice, it can be accommodated. Close communication has been kept with anybody who is suffering using texts or taking them out for lunch or coffee to engage in supportive conversation.

Knowledge accrued within the company over the years has been compiled on a new e-learning hub. It means new recruits can supplement one-to-one learning with a programme that they complete at their own pace and can revisit at any time. It allows them faster access to the nuances and finer details of the job.

All staff have access to training programmes from day one. Continuing development courses are used to reinforce knowledge, as well as to provide a forum for them to voice their own ideas.

Every staff member has a personal development plan that identifies a clear pathway to address skills, experience, knowledge or professional growth. It may include a range of learning activities, such as online training, mentoring, coaching, classroom training, shadowing, setting aside reading time, conferences and secondments.

An "e-goodie bag" filled with wellbeing activities for staff and their families, is given to everyone. It is designed for staff to take control of their mental and physical health. Included in it is expert advice and practical tips, using resources such as the NHS Choice Moodzone and Every Mind Matters websites.

Days to build physical and mental wellbeing through outdoor activities are hosted at the Socitm Woodland. A Strava club encourages people to be active and there is a book club to encourage more cerebral activity. Lunch and learn sessions cover a variety of topics, including menopause support and managing during the cost-of-living crisis.

Last year, a leadership development programme was launched. It is designed to support the management team and develop them into future leaders of the business. The programme is written and delivered by leaders and blends online learning with workshops. Internal and external mentorship will support participants.

Employees are in control of their personal development. They set the level of support they feel they need from their manager and own their career development conversations. Managers are there to clarify goals and coach employees to be successful in their roles.

A leadership development programme is being trialled by the leadership team and senior managers before it's rolled out across the business. It's bite-sized and focused on learning through reflection, implementing best practice and discussing key leadership and management topics.

Employees now have access to a wellbeing platform giving 24/7 access to a GP, as well as support for physical and mental health issues, grief, financial struggles and other life challenges. An internal wellbeing hub also signposts to articles, podcasts and other resources – often those successfully tried and tested by their colleagues.

Employees are asked to nominate somebody who has made an outstanding contribution. They may be awarded individually or have the chance to win a £400 voucher if their name gets picked out of a hat. And there’s a £100 bonus for any employee who recommends a hire that passes their three-month probation.

Employees have the opportunity to talk to a trained mental health first aider and access helpful articles, quotes and tips on their intranet’s wellbeing channel. Staff are encouraged to take time away from screens for lunch and walking meetings. And social events such as the sports day and movie night help staff let off steam.

Apprenticeships and student placements help nurture new talent. Referrals from employees are also welcome. The company encourages applications even when there are no current vacancies, keeping in touch with candidates in its talent pool every month. There are also plans for quarterly recruitment evenings.