What are companies doing with regards to 'My Team'

Holiday Extras buy from farmers and retailers to support the local economy. Many teams are now entirely paperless. They encourage car shares and promote the cycle-to-work scheme. The firm supports the Travel Foundation, promoting responsible tourism.

Holiday Extras buy from farmers and retailers to support the local economy. Many teams are now entirely paperless. They encourage car shares and promote the cycle-to-work scheme. The firm supports the Travel Foundation, promoting responsible tourism.

For Heritage Parts Centre, it is about small gestures. Free fruit is provided everyday and a complimentary team breakfast is offered every Friday. The office is a relaxed area to work with lots of plants and desks that are height adjustable for staff to work standing up.

Employees are rewarded for the hard work that goes into meeting specific achievements or milestones. Also, if a sales target is met, lunch is paid for by the company - and it's usually pizza shaped.

An annual staff conference gives all staff the chance to work together, engage with senior management and participate and contribute to corporate activities. The event features a number of different activities showcasing current policy initiatives, while sharing current thinking on the vision of the organisation.

All staff have been assigned a minimum of three personal development days, during which they are invited to identify training needs. This has been supported through a new online learning system, which allows employees to complete training courses and record development.

The mission, values and vision are regularly communicated at quarterly company updates, ‘State of the Company' presentations and team away days. The ‘Kapow Awards' also communicate the values.

Informal business updates take place weekly on the open floor. More structured company updates take place every quarter. Senior leaders have an ‘open door' policy, with employees able to discuss any topic.

Everyone is encouraged to exceed their potential with an array of learning and development opportunities. They get a thorough, tailored induction, a mentor/buddy, and ongoing personal and professional development. Apprenticeship programmes are available to all.

Hallmark Care Homes installed a biomass boiler in one home and others have energy-saving bulbs, solar panels and effective heat-recirculating systems. They encourage team members to drive hybrid or electric cars through a car salary sacrifice scheme.

The Chief Executive Officer directly engages with every team member through quarterly one-on-one meetings. This continues throughout the year through communication platforms such as WhatsApp, on which all directors are available 24/7, and the Basecamp platform.

Managers' performance is held to an exacting standard, measured across a number of different factors including practice profit growth and team member satisfaction. They're peer-reviewed every quarter and annually, while team members are asked about management through internal surveys.

Gravitas have a bespoke training system that was designed in-house. It is supported by a team of dedicated trainers, external consultants, providers and managers. The program is modular and caters to different learnings styles through a very wide variety of methods.

Gravitas have a bespoke training system that was designed in-house. It is supported by a team of dedicated trainers, external consultants, providers and managers. The program is modular and caters to different learnings styles through a very wide variety of methods.

Gilo believes in making individuals leaders. Rather than micro-managing employees, the company asks staff what the problem is, what the ideal goal or solution is, and how to get there. They are then trusted to solve problems using their own initiative.

Teams have an annual company BBQ, complete with a summer olympics games. Gilo also offer employees the chance to try their hand at paramotoring, which often leads to employees participating in the company's fly-to-work scheme.

Gain Theory offers aninnovative Training Academy to employees. Every new starter takes part in amonth-long training programme where they receive £25,000 worth of training,delivered by internal experts over a three-week period.

Every month, the company finances a social event to get all the teams together. Past trips have included: Shakespeare in the park, outdoor cinema, trampolining, pub quizzes, darts, ping pong, Oktoberfest, Go Ape, ice skating, softball, mixed football matches and much more.

CEO Samir is willing to take all ideas seriously regardless of who they come from - whether from another manager or a team member. He is also incredibly approachable and sits in the main office with the rest of the company.

CEO Samir is willing to take all ideas seriously regardless of who they come from - whether from another manager or a team member. He is also incredibly approachable and sits in the main office with the rest of the company.