What are companies doing with regards to 'Personal Growth'

Employees can look forward to a range of social events and ‘Just Because Friday’s’ such as on-site hog roasts and strawberries and cream, to boost morale and bring colleagues across the business together. ResQ also runs internal incentives to reward its staff for their hard work.

Looking out for its employees, ResQ provides all colleagues with access to an Employee Assistance Programme to help support those who may be struggling. Staff can also participate in free gym and personal training sessions before and after work, as well as receiving free online exercise and nutritional advice.

Cross-business coffee catchups, which were arranged as one-to-ones between people who would not typically engage with one another, have led to collaborations between departments on projects. As well as monthly all business updates and quarterly newsletters, the company also introduced Yammer as a way of highlighting the work of a different team each month.

In 2021 the organisation placed a focus on their continuation to donate time and resource, rather than the usual fundraising activity. Employees were encouraged to volunteer during working hours, with one team member using their time to deliver prescriptions to elderly and high-risk members of their community.

LifeSkills have contributed to many of the good causes where funds have been raised, for example one staff member completed a 3-peaks challenge raising over £3,000, whilst others have participated in fundraisers for a Refuge charity to support women and children who have faced abuse and domestic violence, as well as donating items to Ukraine.

All Managers receive support through regular phone calls and through zoom online meetings by their line managers/senior management for their roles, workload and for mental wellbeing. This works effectively for coaching and mentoring as well on regular basis to solve any issues and to keep all managers engaged for supporting staff companywide.

All senior leaders and managers undergo leadership training and are regularly assessed against specific competencies. There is also a formal biannual appraisal process. Senior leaders keep teams updated throughout the year on company performance and hold an in-depth town hall every quarter, to which all are invited.

In recognition that employees play a huge role in hitting company targets, team members are able to nominate their colleagues for outstanding performance. Winners are acknowledged in front of the whole company during quarterly briefings and awarded a £250 voucher.

Feeling happy and comfortable at work is a priority for BrightHR — it listens to what people need and finds out how it can make them feel most comfortable when in the office. It provides screen stands, footrests, standing desks, and everyone gets a supportive desk chair.

Team members have been given more face-to-face time with their managers, after they asked for it in a staff survey. Based on feedback, the company also implemented more regular and relaxed meetings, as well as twice-yearly performance reviews, giving staff a space to discuss their experiences and ideas and build stronger relationships with managers.

An online communication channel is used to share company information and engage staff in a new way. At regular company huddles, news is shared and success celebrated. Staff also share successes through the Green Flag scheme, which improves interaction and communication. Meanwhile, a BigChange Book Club brings avid readers together.

Once a quarter, the business has a BigRecharge day where all staff take a paid day off to focus on whatever energises them. It also encourages staff to have a wellbeing objective that they work towards throughout the year, whether that be work-life balance, reading or starting a meditation class.

The AAB CommonHealth Games gives staff the chance to connect with team mates, while competing against other teams for prizes. From walking, cycling, gardening, meditating and baking, to arts and crafts, there is something for everyone. The event encourages staff to become involved in activities that boost their wellbeing.

AAB believes in celebrating success and a special breakfast is laid on for those who have gained qualifications. Staff are also given a shopping voucher on their birthday. When Covid meant the cancellation of the annual Christmas party in 2020, the leadership team delivered gifts to every team member's home.

Each service organises regular treat days which could consist of bringing in food for staff to eat together, or organising a therapist to give staff wellbeing treatments.

A memorial garden has been set up at YMCA Together's Dutch Farm, in Liverpool, for those who have died in homelessness or homeless services. It has been welcomed by friends and family of those who have lost their lives, often at an age well below the average life span.

A steel drum band was invited into the London office for a Rum and Drums night. The Brighton office has a Pride party before taking to the streets for the parade and, in Leicester, an annual Christmas Lights party celebrates Octopus being part of the city "switch-on" celebration.

If team members want to raise an issue they can approach any one of the senior management team directly, including the chief executive. An important aspect of the company's culture is that it is open, transparent and accessible, so that anyone can speak up if they have problems or ideas they would like to discuss.

In an annual campaign called "For life's great causes", the agency works with about 20 local charities. It promotes their work through its website, offices and social media and asks staff and the public to vote for the charity they want to receive cash. A £10,000 donation is divided between the three winners.

In an industry where staff traditionally work long hours, the agency has reduced working hours and weekend working for staff, without it affecting pay. It resulted in employees gaining an extra 12 days off a year.