Personal Growth

Digital Cinema Media

DCM has an extensive range of benefits that support and prioritise its staff’s wellbeing. These include monthly access to an independent coach, an Employee Assistance Programme, and as well as GP, mental health, physiotherapy and life and money support via Help@Hand. Everyone also has full access to the MyMindPal app to help handle daily challenges.

The organisation is committed to promoting employees’ growth and development. Once per month, an external coach comes in and anyone across the business can participate in the sessions with them. DCM also has an annual away day for team building and development, and away days to encourage growth and inspiring ideas.

Managerial development is offered via a learning and development partner, You Can Now, which offers classes, talks and sessions to build core skills, as well as access to MasterClass, a set of online classes which enable people to develop personal interests and skills.

60a42a1f256bd61d04827ec8

View Company

Marketing & Media Agencies

Croudace Homes

Croudace Homes shows a strong commitment to employee development, with over 10% of its workforce participating in structured training for three consecutive years. The company is a Platinum-accredited member of the 5% Club and was recognised by JobCrowd for its apprentice and graduate programmes.

Managers are identified through succession planning programmes and are provided with compulsory formal management training and leadership training for future leaders. There is also an in-house training programme that covers broader management activities like interviews and PDRs.

Senior leaders at Croudace Homes are instrumental in fostering a positive culture by consistently modelling organisational values and communicating them regularly through staff conferences, newsletters, and meetings. They also embed these values into key policies and PDRs, recognising employees who exemplify them.

608143cd71aecb10d18faeea

View Company

Housing Associations

Circle Health Group

The Big Circle Move initiative was launched in support of physical health. 725 members of staff participated in a 30-day active challenge of moving for 30 minutes every day in May. A total of 40,730 miles of activity was completed and three winners received an Apple Watch in recognition of looking after their physical health.

The organisation’s values and principles are Respect, Compassion, Selflessness, Support, Agility, Bravery, Collaboration, and Commitment. The leadership team live these values and principles every day, setting an example for the staff. Every employee was invited to have candid and direct conversations with the COO about the business

The organisation has created a dedicated career development hub which enables employees to map out their professional careers within the organisation, regardless of role. Circle Health Group believes in growing and developing talent from within and there are numerous clinical and non-clinical opportunities available.

60a422ec6d8de2854ccb2e96

View Company

Health & Social Care

Impact Futures

The organisation's commitment to employee growth is evident in its strategic development plan and career framework. This includes a structured qualification delivery programme during onboarding and a management development programme that equips leaders to have career conversations and help their teams unlock their potential.

Managers at Impact Futures are empowered through a dedicated management development programme. This programme provides training on coaching skills and encourages a consistent approach to leadership. The focus is on inspiring and engaging teams by getting to know individuals, creating a supportive and inclusive environment where everyone feels heard.

Impact Futures recognises the importance of team cohesion, especially for its remote and hybrid workforce. They strengthen team relationships through a variety of initiatives, including roadshows, 'Dragons Den' pitching experiences, and social events like quiz nights, creating fun and interactive opportunities for colleagues to connect.

60a41f33bff4d44624012073

View Company

Education & Training

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.

60a42a1f256bd61d04827ec8

View Company

Marketing & Media Agencies

Ascentis

Ascentis invests in employees' development through its comprehensive development programme, nurturing talent and helping employees realise their ambitions, thereby enhancing job satisfaction and career progression.

Ascentis offers competitive benefits, including up to 43 days of annual leave and a salary sacrifice pension scheme, ensuring employees feel valued and fairly compensated compared to similar organisations.

Ascentis integrates sustainability within its qualifications, supporting the development of green skills and encouraging societal contribution, reflecting its commitment to positive community impact.

View Company

No items found.

Leonard Curtis

Leonard Curtis instils pride in its employees through its strong organisational values and commitment to delivering top-tier services. The 'Be the Difference' ethos encourages staff to feel valued and recognise that their work makes a significant impact.

Leonard Curtis promotes personal growth by offering external management training and apprenticeships. These initiatives ensure that employees are constantly learning, challenged, and that their skills are fully utilised.

The Leonard Curtis Foundation is a clear demonstration of the company's commitment to giving back to society. Employees are actively involved, given the opportunity to nominate registered charities for support, reinforcing a sense of purpose and engagement.

60a414f51d04511d62d2d31d

View Company

Accountancy

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.

60a426c1b79a370ad882f0d2

View Company

Manufacturing

Autosmart International

All staff and their families have access to a free, confidential employee assistance programme helpline, offering advice on legal matters, finances, stress and anxiety, relationships and more. The organisation also offers free private healthcare cover, critical illness cover, and life assurance. For many roles, flexible working practices promote a healthier work/life balance.

As well as ensuring fair pay, the organisation prioritises regular feedback of when employees and teams have performed well. Walk through the company offices and you will see plenty of handwritten thank you notes from the managing director, long service awards on display, and team recognition trophies.

To encourage employee growth, Autosmart International provides a number of opportunities, including internal training, through its Autosmart Performs programme, and its cross-team projects. The skills learnt through these opportunities help its staff to develop new skills, build relationships, and support their professional growth.

60a426c1b79a370ad882f0d2

View Company

Manufacturing

Sapphire

All the senior leadership team and Directors started at the organisation from the ground up and gained an understanding over of Sapphire's values before being promoted into their current positions. The organisation aims to continue this and has people from various departments currently training to be promoted into the next available management positions.

All senior leaders have regular group and one-to-one time with performance coach Matt Fowler from Incredible Thinkers who helps to support and challenge managers to become braver, healthier, happier leaders with elite mindsets. This performance coaching has been extended to all recently promoted team leaders and supervisors.

Sapphire has signed up for Operation Christmas, which will aim to send 200 boxes of presents to children who would otherwise go without. The organisation is currently working with Zellar to review its carbon footprint and it has invested in planting trees in the UK and abroad in partnership with other green companies and suppliers.

60a414f51d04511d62d2d31d

View Company

Accountancy

Growth Fuels Engagement

Digital Cinema Media

Croudace Homes

Circle Health Group

Impact Futures

Pixel Inspiration

Ascentis

Leonard Curtis

ADDO PLAY

Autosmart International

Sapphire

Understand your organisational health across all eight factors

Why measure with Best Companies?