Personal Growth

Ampersand

As well as the group hike, Ampersand partnered with Forever Manchester for its annual October Cheer Fest. The company hosted activities including a movie marathon day, company raffle and a Halloween Spooktacular, which included a bake-off, raising £820 for the charity during the month.

Most of Ampersand's senior management team have been promoted internally. For example, the current technical director began work at the company about 10 years ago as a graduate developer. The learning and development policy encompasses on-the-job training and attending conferences. The company covers the cost and time for more extensive needs.

Flexible working, private healthcare coverage with a mental health addition and fun activities to learn more about physical and mental health are on offer. The company's main tactic is to build relationships with staff so that they feel comfortable about approaching anyone for help.

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Business Services

Swale Borough Council

The council operates hybrid working and promotes the benefits of this new style when advertising job vacancies. It hopes the new strategy will aid the retention of staff who have expressed support for a more flexible way of working.

The Developing Everyone Framework, provides a tool for managers and their team to discuss performance and career aspirations, and discover the appropriate training and development for all. It has helped to identify the top talent and rising stars, as well as those who need additional support.

Chief executive Larissa Read says: "Our commitment to staff engagement is that every member of Swale Borough Council and our Mid Kent colleagues will be supported to make their voice heard, be it positive or negative."

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Not For Profit Body's

Inzpire

Inzpire's first dedicated learning, Development & Talent Manager was recently introduced to the business, focusing specifically on the development and growth of its employees, and providing development opportunities for those leaving school, college and university. The company continue to focus on “on the job” training for staff, and created a virtual learning environment for all.

Inzpire sets aside a large proportion of its marketing budget to donate to charitable causes, and as well as providing financial support also provides assistance elsewhere if requested. In 2021, the company provided funding to the Julian Campbell Foundation, as well as offering up the skills of employees to drive the foundation forward.

Inzpire has ditched annual performance appraisals for regular, timely and constructive feedback as part of its management style. It believes this is a more effective way to celebrate success, address individual development needs, nip problems in the bud and deliver better results for customers.

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Technology

Exeter College

One of Exeter College's strategic aims is for all staff to become "digital citizens", so last year it launched its “digital futures” skills training. The four-tier programme is designed to help staff to develop and refine their digital skills, as well as inspire them to undertake the next tier.

Staff have been working hard in the urban garden on the college's Hele Road site to make it "bee friendly" and will receive a plaque of recognition for their work to support the local bee population by planting areas and creating a suitable habitat.

All new managers at the college are assigned a personal mentor, which is usually someone from a similar role but from another area of the organisation. All members of the leadership team are offered sessions with an external coach, which they can use for professional support or help with managing challenging situations.

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Not For Profit Body's

Action Sustainability

Employees are contacted for regular wellbeing check-ins, are actively listened to, and have the assistance and support of Mental Health First Aiders within the organisation.

In order for employees to continue their own personal development and ensure they are learning and developing in a way that suits their role, Action Sustainability uses a competency framework to set out an individual career path for every role.

Managers are offered support in their roles through coaching and mentoring. There is also a peer sharing initiative for connecting with and talking to other managers in the organisation.

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FUJIFILM Diosynth Biotechnologies

Understanding the importance of mental health, FDB puts wellbeing at the forefront of the business. Initiatives such as counselling and occupational health are available to employees, as well as 40 in-house mental health first aiders to support those who may be struggling. Managers have also been enrolled on a mental wellbeing course to support teams.

The organisation offers a range of in-house training for all employees, including its Train the Trainer programme, for employees who wish to become a trainer, and its Transactional Management Development and Transformational Leadership Development programmes that support its talent management strategy. It has also developed in-house coaches and mentors to promote a blended learning approach.

The organisation continues to host a range of internal events for local and national charities such as MIND, Macmillan, and Brain Tumour Research, and supports local community sports clubs for children and adults. Match funds of up to £150 are given to individual employees, or £50 to colleagues participating in the same charitable event.

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Manufacturing

MBDA UK

Dynamic working allows employees to work flexible hours to fit around their needs. The company also pays overtime for anything beyond its standard 37-hour contracted week. Employees can choose to have the monetary value of their overtime paid as part of their next month’s pay, or the hours can be converted to "flexi-leave" days.

Staff can claim £150 per year to support external learning, such as language lessons, software courses, football coaching and Open University modules. The Momentum and Connect programmes focus on personal development, backed up by Careerbuilder, which incorporates videos, e-learning modules and enables staff to build a CV and receive feedback.

All news starters have two inductions. The first is led by the individual’s manager and focusses predominantly on their role. The second induction is delivered at a later date and acts as an introduction to the wider business, with sessions led by leaders of each department across the business to encourage inter-departmental collaboration.

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Manufacturing

Sewell Group

Seeking to provide impactful development opportunities for all, Sewell offers a range of programmes including its talent pipeline, Mentor Ship Programme, and ‘Talent takeaway’ – from which employees can choose from a menu of courses. This year the organisation placed a focus on its leadership discovery programme, inspiring and developing future leaders of the business.

For any employees struggling with their mental health there’s an increased number of mental first aiders on hand to provide support and guidance. There’s also useful resources and helpful assets on offer for all employees, including suicide awareness training, ‘Grocery Aid’, and ‘Stress Busters’.

The group donated timber and stones to community gardens and allotments, as well as offering upcycling workshops and encouraging ecology projects such as building bird boxes and bug hotels. Staff are encouraged to participate in litter picks and recruit Green Champions across the business who act as environmental ambassadors for the group.

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Property

Hull University Students' Union

Wellbeing is a priority for the union, which has joined up with the Mindful Employer Charter to give staff access to a 24-hour hotline, seven days a week. Staff are encouraged to take regular breaks throughout the day and support is given to managers to help them deal with those employees struggling with their wellbeing.

The organisation supports its employees’ development in a number of different ways. This includes regular opportunities for staff to attend paid-for training programmes that complement their roles. The union’s team of presidents also attends a residential programme, where external facilitators come in to deliver training and development.

As a registered charity, Hull University Students' Union’s primary purpose is giving something back to the community. Students are encouraged to organise and participate in fundraising events through the Raise and Give society, benefiting numerous charities. Employees are also given corporate social responsibility days to volunteer and develop within the community.

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Not For Profit Body's

Covéa Insurance

This year Covéa launched ‘VIBE’, a new approach to performance management using coaching to help employees develop a leadership style to support their people in setting goals. The company also runs monthly development sessions for employees and offers Accelerate Mentoring Learning pathways to those interested in becoming a mentor or mentee.

Covéa offers a suite of wellbeing tools and services for employees, including 24-hour access to one-on-one support through its Employee Assistance Programme and internal mental health first aiders. The company has a vitality scheme that offers colleagues access to benefits such as free lunchtime workouts and opportunities to earn rewards for looking after their wellbeing.

Having launched its ‘100k Charity Drop’ this year, the organisation gave employees the opportunity to nominate charities close to their hearts to receive a share of £100k. Thanks to them, over 100 charities have benefitted from donations. Employees are also entitled to one match-funding donation and one sponsorship request each year.

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Insurance

Growth Fuels Engagement

Ampersand

Swale Borough Council

Inzpire

Exeter College

Action Sustainability

FUJIFILM Diosynth Biotechnologies

MBDA UK

Sewell Group

Hull University Students' Union

Covéa Insurance

Understand your organisational health across all eight factors

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