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Personal Growth

Growth Fuels Engagement

Investing in development boosts retention and shows employees they're valued. When employees grow, your organisation thrives.
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Street Group

Weekly "donut" chats pair staff with another colleague for a coffee break, and water-cooler topics are discussed on the communication app, Slack. Update calls are made every other day to check-in and socialise. Regular social events include cheese-and-wine nights, pumpkin-carving, competitions, charity events, bake sales and a summer and Christmas party.
A new learning and development structure is being implemented for customer success and sales teams, before being rolled out across the business. The programme has identified training gaps which are are being rectified through training days and courses. A head of training has been appointed to work with line managers and their teams.
One of the company's principles is "stock the fridge", which relates to an all-hands-on-deck approach. If staff see something that needs doing they muck in and help out. In the early days, as a small start-up, it was key and the approach has been maintained even though the company has grown rapidly.
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Technology

TriConnex

Approaching learning and development comes in the form of the ‘70:20:10’ model. This sees employees get 70% of their learning from daily tasks or challenges, 20% from social interaction, and 10% from formal training. There’s also extensive apprenticeship, mentoring, and shadowing programmes on offer and staff are often supported into more senior positions through secondments.
To encourage the switch to more environmentally friendly vehicles, a new electric vehicle (EV) salary sacrifice scheme has been launched. Staff eligible for the scheme benefit from income tax and national insurance contribution savings, as well as reducing their carbon footprint. Employees can make use of the free EV charging points at TriConnex’ head office.
Wellbeing walks are just one of the initiatives on offer to give employees a boost. There’s also an Employee Assistance Programme (EAP) to support physical and mental wellbeing, as well as access to financial advice resources. All staff benefit from discounted gym membership, and there’s healthy eating promotions on offer at the firm’s subsidised canteen.
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Utilities

Connect Childcare

Connect Software works with an external organisation to deliver wellbeing sessions to staff. They are popular and the topics covered are chosen by everyone to encourage buy-in. Wellbeing reminders and tips are sent out regularly to ensure employees are taking care of themselves, taking a break and having down time.
Quarterly senior leaders' meetings are a new concept at Connect and were launched to bring leaders together to bridge the gaps that have appeared as a result of a more flexible way of working. The three-hour meetings discuss the highs and lows of past quarter and pave the way for the next.
Training and development is promoted by the company and is discussed in quarterly assessments and regular one-to-one sessions with staff. Employees are encouraged to look at their skills and areas that need developing. As a result of the last company survey, Connect Software has created a nine- to 12-month leadership and management development programme.
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Technology

The Chartered Society of Physiotherapy

The society uses blended learning. Its model includes online learning, bite-sized training, work-based learning, learning games, project-led activities, acting-up opportunities, secondments, involvement in staff-led initiatives, learn-and-share forums and support to obtain further qualifications.
Staff nominate a charity to support each year, based on recommendations submitted by colleagues. In 2021, it was Swan UK, which supports children with syndromes without a name. It received £3,000 thanks to staff-led activities such as quizzes and sweepstakes, as well as match-funding from the society of up to £1,500.
The society has continued to work predominantly remotely, but leaders have increasingly sought opportunities to connect with people in person, while sustaining virtual opportunities. The leadership continued to work towards its ambition to engage staff with its vision through leader-led "home-team’"discussions which provide a space for staff to give feedback on a range of topics.
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Not For Profit Body's

Talent Works

Talent Works encourages employees to take paid volunteer days. They have been given information on local and national charitable initiatives such as telephone befriending services. This year the business will be supporting a local charity and staff will run the London Marathon on its behalf.
Talent Works has rolled out a new benefits platform which provides remote fitness and wellness activities, ranging from yoga to those for alleviating back and neck pain. The business also provides a healthcare scheme which enables employees to access therapies such as physiotherapy, osteopathy and acupuncture, funded by the business.
Staff are encouraged to have a development plan with SMART objectives. Some teams also have career pathway documents which allow employees and managers to score and track progression for those wanting to take a step up in their career.
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Recruitment

St. Gemma's Hospice

Wellbeing initiatives include sessions on resilience, looking after yourself, managing time and managing stress. Clinical supervision has been increased and there are counsellors on site to deal with immediate issues. Relaxation and mindfulness sessions, as well as recordings, are available and a wellbeing week focuses on all areas of mental and physical health.
An external provider has been used for team-development training, as well as to encourage cross-team collaboration. Monthly IT skills sessions help staff to improve their technical know-how. The hospice has a bespoke clinical leadership course. Nursing staff are supported through nationally recognised courses, including non-medical prescribing and master's and doctoral degrees.
The hospice's ambition is to develop an accessible leadership and management framework that outlines leadership expectations, behaviour, and training opportunities, as well as a managers' competency checklist setting core standards for those who have line management responsibility within the hospice.
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Charity's

SourceBreaker

Teams have champions who encourage cross-departmental collaboration. For example, the customer success team has product, sales, operations and marketing champions. They take responsibility for relaying key information from their respective departments and looking at how customer success might work with those departments and improve processes.
The future leaders' programme aims to develop the next generation of leaders, as well as show staff that the company is investing in their careers. It also serves to increase buy-in to its vision. Each session focuses on understanding what the business wants to achieve and the part future leaders play in it.
SourceBreaker has early-finish Fridays, when work stops at 3pm, it offers 30 days' annual leave on top of bank holidays and a "work from anywhere" policy, so staff can go on holiday and stay on to work from that location for two to three weeks more.
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Technology

Skipton Building Society

The Menopause Network promotes normalisation of, education about and support for women experiencing the peri-menopause and menopause. The group strives to help others understand what going through these life stages means, not just to aid women’s understanding of this transition, but also to help partners, friends, colleagues and family to understand better.
Strong emphasis is placed on listening to colleagues and responding to feedback, through pulse surveys on topics such as the society's reward offering and performance framework, full engagement surveys or focus groups that delve deeper into specific topics.
Skipton enables colleagues to drive their own development and growth through "playlists" that give them access to self-directed learning when the time is right for them. During Building a Better You week, sessions to promote the learning available took place and, since then, attendance has increased.
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Financial Services

MPCT

The college's approach to wellbeing starts with a monthly payment that can be put towards any wellbeing activity. The college also offers exercise classes, provides fresh fruit and encourages lunchtime walking clubs. Drop-in clinics and mental health workshops are also available.
Senior managers live and breathe MPCT's values and the Pride award is given by senior managers to staff in recognition of their commitment to the values. There is public recognition and reward weekly. Badges are also given out by senior managers to staff who demonstrate the values consistently.
MPCT's talent-management policy promotes growth and development through the Rising Star programme. An employee can apply to join and receive training and development to take them to the next level. The programme has created 22 internal promotions in the past year.
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Education & Training

Kingdom Group

Kingdom was one of the first social landlords in Scotland to introduce dementia training to staff and the first organisation that operates across Fife to receive the Dementia Friendly Fife award. Working with Alzheimer Scotland and Fife Council it attained Dementia Friendly status.
Last year, the Kingdom Academy was launched. Its aim is to help staff achieve their potential. It covers four areas: "my induction", which includes buddy programmes and e-learning modules; "my development", which embraces job-shadowing and formal training programmes; "my future", which takes on board career journeys; and "our values", which spans the company's values.
Through the Chief Executive Small Gift Fund, staff sent out 489 small gifts to tenants, and feedback from the recipients was rewarding. There are also Initiatives to help tenants such as those in fuel poverty by offering warmer-winter packs, fuel bank vouchers and help from the association's energy hardship fund.
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Housing Associations

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