What are companies doing with regards to 'My Team'

Bow & Arrow aims to be the most transformative growth experience of an employees career, meaning holistic personal growth underpins everything they do. This is approached on two fronts; the skillsets people need to grow in day-to-day work, and the mindset they need to become business leaders.

The company paid for the entire business to travel to Croatia for three days of celebration, appreciation and reflection. Months in planning, this was filled with many unforgettable moments, from being taxied from the airport via speedboats to a 3-hour lunch on a private island.

Within the business they offer an Employee Assistance Programme (EAP), supported by their Occupational Health provider, this has been a key tool to provide support for their team and also their team leaders. The EAP provides free 24/7 confidential advice to their teams delivered by trained therapists and advisors. They have also launched their new app ‘Health e-hub', provided by their EAP provider which their teams can access for advice on a wide ranges of issues including financial, legal and medical information, relationship advice, housing concerns, alcohol or drug issues, childcare support, stress and anxiety, gambling, bereavement etc.

At Bourne they have a wide range of virtual learning solutions to help engage and blend their learning for all their team members. C-Live is a scenario based virtual classroom that connects the team from all over the country to enable peer to peer learning in a safe environment. Bespoke scenarios such as; performance reviews, challenging conversations and guest service help support the communication development of their future leaders. C-Live is a platform that sits on their Learning Management System which enables groups to ‘connect', share their progress and learning as well as providing the opportunity for the facilitator to moderate each group, sharing additional learning and resources to enhance the learning further. All of their brands offer the opportunity for team members to become brand ambassadors and then to progress to lead brand ambassadors. This provides them with exposure to additional development such as delivering training sessions, attending listening groups and conferences and passing on their passion for the brand to others.

Each year every employee has £120 to spend towards their development which they call the Personal Development Fund. This can be work related or non work related e.g. gym, driving lessons.

Birmingham Hippodrome is committed to forging relationships with schools and colleges in the West Midlands and surrounding areas and developing the next generation of artists and audiences. They bring creativity into the curriculum, connect learning outcomes to exciting opportunities at the Hippodrome, and provide young people with the chance to experience and connect with theatre. Their schools network – Hippodrome Education Network (HEN) – is designed to allow schools and colleges to have as much flexibility as possible and to find the model that works best for them.

Beyond created Future Planet, an Action on Google (AOG) designed to reconnect humans to the challenges the natural world faces. Their aim was to encourage environmentally friendly behaviour by stating the problem and posing challenges that people can complete in their day-to-day lives. Through emotive facts, an engaging tone of voice and easy to implement challenges, Future Planet helps people to take small actions that can have a big impact on the planet's future.

Beyond offer a comprehensive L&D programme, which is compiled of an internal leadership & management programme, external career coaching for those stepping in to senior roles and bespoke learning programmes for top talent. They also offer everyone the chance to switch roles or move through different skills in the business.

Recently, Berry marked Mental Health Awareness Week by holding a lunch for all employees. At this lunch they utilised prompt cards to stimulate conversations about mental health and general day-to-day life of colleagues. Employees felt that this was a great chance to get away from their desks and get talking to people that they usually wouldn't see.

There is a lot of emphasis at Berry on giving back to the local community. Employees have recently took part in the local Salisbury Bubble Rush event with their families in order to raise money for the Salisbury Hospice Charity. The business also sponsors the local football team with a 3-year deal in place to be their main sponsor, the funds from which has helped the Club to stay afloat.

BCW is committed to developing managers through the BCW Brilliance Academy. The Academy is designed to support the commercial strategy and is in line with the ongoing Learning and Development analysis and Personal Development Plan.

BCW is committed to developing managers through the BCW Brilliance Academy. The Academy is designed to support the commercial strategy and is in line with the ongoing Learning and Development analysis and Personal Development Plan.

An annual staff awards programme is held where colleagues can nominate each other to receive non-financial rewards for their work.

They want to attract, recruit and retain the best people and one of the ways they do this is by investing in their staff's health and wellbeing to create a positive, professional place to work. Their Wellbeing Group promote numerous health and wellbeing initiatives including:

• Hosting tea and talk and wellbeing walk events for World Mental Health day, to share experiences over a cuppa and a cake;

• Providing a quiet and relaxing area where staff can take time out of the working day to relax and unwind. They encourage staff to log off from their electronic devices, listen to relaxing music, read or do a puzzle.

• Creative charity fundraising in support of national campaigns such as Jeans for Genes, Wear it Pink and Movember

• They also encourage staff to step away from their desks and walk in the fresh air when they have their team catch ups instead of sitting in a meeting room.

• They hold monthly, on-site massage clinics.

The Leadership Programme at Barton Willmore is designed to support Directors and Associates in their career and personal development. It consists of two courses of away days and action sets. The course involves high quality, high energy, bespoke workshops and an evening meal with Partners to support internal networking, plus a confidential external coaching session based on 360 degree feedback and psychometric profiling.

The Leadership Programme at Barton Willmore is designed to support Directors and Associates in their career and personal development. It consists of two courses of away days and action sets. The course involves high quality, high energy, bespoke workshops and an evening meal with Partners to support internal networking, plus a confidential external coaching session based on 360 degree feedback and psychometric profiling.

Roadshow Events – They have continued their annual roadshow events this year in which members of the Senior Executive Board travel the country to meet with their employees to deliver key updates, messages and networking opportunities. This year the focus of the Roadshows has been to feedback to their employees on the results of an internal Transformational Diagnostic conducted to gain an in-depth understanding of their business from their employee's perspective, so that they can work towards change and transformation of their business. Everyone was invited to these events which occurred in various locations across the country, and for those that couldn't attend physically, they offered a virtual solution.

Roadshow Events – They have continued their annual roadshow events this year in which members of the Senior Executive Board travel the country to meet with their employees to deliver key updates, messages and networking opportunities. This year the focus of the Roadshows has been to feedback to their employees on the results of an internal Transformational Diagnostic conducted to gain an in-depth understanding of their business from their employee's perspective, so that they can work towards change and transformation of their business. Everyone was invited to these events which occurred in various locations across the country, and for those that couldn't attend physically, they offered a virtual solution.

A monthly recognition programme of awards celebrates a holiday hero of the month at each location, and there is an overall monthly winner. The award recognises not only the big things but importantly, the little things that make all the difference and align to their values. Each monthly overall winner is then considered for the sought-after Holiday Hero of the Year award. They also have their Awesome Awards, these are rewarded to individuals who have gone above and beyond, and live and breath their Values or have shown an exceptional level of service to their customers.

When new team members join, as part of their settling in process they all take part in a Welcome Fest which is designed to give them the background of the company, they talk about their purpose, their values and their behaviours so that they can live by these, as part of the Away Resorts family, and provide the best customer service possible to their guests. They also learn about the history the business, who is who and what they expect from each other. The sessions are very interactive, based around festival theme and are delivered by their Park Marvels who are in house trainers who have a day job which may range from accommodation cleaning through to F&B assistants and People Development champions.