What are companies doing with regards to 'Personal Growth'

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 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.

The people at Ryder Architecture enjoy annual team trips to expand their knowledge and strengthen bonds, as well as opportunities for international secondments. The organisation captures life beyond work, from charity events to family days, and invest in a culture that is built by its people, for its people.

Ryder Architecture’s internal summit, Blueprint is a unique aspect to the business. Hosted each year, the leadership team shares the practice’s goals for the year, announce promotions, and present awards which recognise great achievements, stand out contributions to the business, and outstanding project work.

Roadchef cares for its employees’ wellbeing through a number of initiatives, including trained mental health first aiders at every site; an Employee Assistance Programme in place to offer confidential support to all employees; hardship loans; wellbeing messaging and weekly national focus reinforcement through the Roundup newsletter; community pantries; and breakfast clubs.

The organisation offers Extra Responsibility Pay to recognise when individuals step up to cover/support another role. Some ad-hoc bonus payments have been made to reward employees for their contribution and hard work. Employees further have access to Wagestream, providing the ability to draw down on wages earlier, supporting stress and anxiety around finances.

Pavers fosters a supportive environment where employees feel cared for and trusted by their managers. Managers are accessible, with initiatives like "Ask the Boss" Facebook live sessions encouraging open communication.

Pavers operates a 'save to invest' scheme, rewarding employees' money-saving ideas by reinvesting into staff hourly pay. This, along with annual cost of living rises, ensures employees feel fairly treated.

The leadership at Melin Homes encourages an open, supportive culture. Senior Management Team members regularly interact with the team and ensure they are in touch with on-ground activities. The 'Diolch' initiative allows managers to recognise and appreciate the hard work of their team members, fostering a culture of support and recognition.

Melin Homes is committed to giving back to the communities it serves. Through the Jump2 fund, the company supports local organisations that improve the lives of residents. The company's annual 'Zest in the Park' event promotes the wellbeing of the local community, underlining the organisation's commitment to societal betterment.

Lokulus promotes a sense of belonging and camaraderie through initiatives like the Anniversary Games. Combining virtual and in-person challenges, these games foster team spirit, fun, and collaboration.

The All Stars Programme, alongside the company’s annual bonus scheme, ensures that exceptional performance is recognised and rewarded, demonstrating the value Lokulus places on its employees.

High Speed Training champions team spirit and a sense of belonging, showcased through the creation of the #fourwalls internal communication channel, bridging connections within the remote-working team.

High Speed Training prioritises wellbeing, with an employee assistance programme and trained mental health first aiders in place to support employees. Their 'remote first' initiative promotes a healthy work-life balance.

Hastings Direct offers its employees a range of wellbeing initiatives, including a Colleague Assistance Programme, an in-house therapy app, Smart Health GP services, Menopause cafes, a Hardship Fund, and men’s talking and listening clubs partnering with The Talk Club. It also has 55 Mental Health First Aiders and 75 Wellbeing Champions.

Hastings Direct has different levels of leadership development, including Operational Leadership Excellence (OLE) – a 12–18-month leadership programme that is focused on building skills, knowledge and confidence to better coach customer facing teams. It also offers Leading 4 Growth – a module-based programme aimed at senior leaders and keeping the group aligned to company strategy.

Gloucester City Homes provides a fair deal to its employees through its defined contribution pension scheme with a generous 10% employer contribution, and a FinanciallyWell Loan Scheme for short-term financial needs.

Gloucester City Homes is committed to employee wellbeing, demonstrated by its pursuit of the ‘Healthy Workplaces Gloucestershire Award’, its Health and Wellbeing Programme, and its signing of the ‘Wellbeing of Women Menopause Workplace Pledge’.

With regards physical health there are a number of initiatives the organisation has in place. Alongside its private medical insurance, which supports people at different life-stages, including with fertility, men's health and menopause to name a few, it also has on-site massages on a monthly basis.

At First Response Finance, each position level receives the same bonus and salary figure. The organisation has also previously increased salaries by moving a portion of bonus into salary. This has the added benefit of increased pension contributions and increased monthly disposable income to support employees with the increase in the cost of living.