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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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SCAPE

SCAPE's learning and development initiatives, including SCAPE Learn and personalised development plans, empower employees to enhance their skills and advance their careers within the organisation.
Senior managers at SCAPE work alongside their teams, fostering a supportive environment where employees feel valued and heard, facilitated by an open-door policy and accessible leadership.
The open-plan office at SCAPE promotes collaboration and team spirit, offering both formal and informal spaces for employees to connect and engage with their colleagues.
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Not For Profit Body's

M. Lambe Construction

The company’s apprenticeship programme and investment in employee education, such as the £80,000 spent on upskilling, exemplify its focus on personal growth, offering opportunities for advancement and skill utilisation.
The leadership team actively mentors rising talent and participates in initiatives like the Neuro Linguistic Programming course, fostering a culture of growth and supporting the company’s core values of Sustainability, Collaboration, and Integrity.
The company’s social initiatives, including significant support for charities like Tabor Living and the Lighthouse Club, exemplify its dedication to giving back to society, driven by compassion rather than profit motives.
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Construction & Engineering

Contact

Contact collaborates with other charities. It chairs the Disabled Children’s Partnership, a coalition of 100 charities, and uses the relationship to research and campaign. It also works with the Pears Foundation, which provides funding, and the Department for Digital, Culture, Media and Sport to get grants for smaller charities and parent-led groups.
A "lunch and learn" programme is run for staff by staff. An online learning platform contains mandatory courses as part of the induction process. Staff are encouraged to use the resources regularly. Membership of the National Council for Voluntary Organisations means all staff can access its resources.
The charity has reviewed and expanded its equality and diversity policy and refreshed its recruitment policy to be more actively anti-racist. A head of inclusion and organisational development has been recruited to drive its equality, diversity and inclusion policies. All staff and trustees have completed unconscious bias/anti-racism training.
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Charity's

Brabners LLP

Bringing its people together is a vital to Brabners ethos. During the festive period, the organisation holds its annual Winter Wonderland quiz, where its teams and their families can join in with a fun quiz and takeaway. Other team initiatives include weekly running and walking clubs where random groups of colleagues can compete for prizes.
Brabners employs a dedicated Learning and Development team that supports the talent within the organisation on their Brabners Careers Pathways. Colleagues have access to a range of learning resources through the company LMS, its internal development programme, and a blended learning environment encompassing e-modules, classroom learning, and face-to-face sessions.
The Brabners Foundation is a grant-making charity which provides grants to existing, registered charities using funds raised by the firm’s Charity Committee. To date, the Brabners Foundation has donated over £40,000 to charities, including: Eco Therapy Garden, Liverpool in Arms, The Hive Youth Zone, and many more.
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Law

The Housing Network

The company is committed to being a learning organisation, strengthening retention and building talent pipelines. They offer clear Professional Development Pathways and formal Learning and Development Opportunities, including training and apprenticeships, which help employees feel more capable, confident, and connected to their purpose.
Managers at The Housing Network are invested in through Structured Development, including leadership training and coaching. They receive direct guidance from the People team via the People & Culture Partnership, and dedicated Wellbeing Support to ensure they feel confident, capable, and supported in leading their teams effectively.
The company strengthens connections through Shared Experiences that build camaraderie and boost morale. Examples include Team Challenges like Tough Mudder, which promotes resilience, and smaller scale Everyday Connection activities such as informal socials and reflective practice sessions.
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Housing Associations

Croxsons

The company supports development by listening to employees' interests and providing a management development programme for managers, including workshops on employment law and peer networking. They also recently created a management forum, allowing managers to take a lead by collaboratively solving business challenges and sharing insights.
Croxsons provides managers with management development including workshops to expand capability in areas like understanding themselves and others. The leadership style is open, accessible, and big-hearted, ensuring managers listen and explain the 'why' behind decisions, while 1:1s and informal conversations ensure people feel heard.
Croxsons gives 15% of its net profit to charitable causes, focussing on a generational shift in measurable outcomes. This funding has supported the rebuilding and multi-year funding of salaries for teachers in Kenya and funded social workers locally to help with abject poverty, life skills, and mental health.
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Manufacturing

Portal Training

Portal Training supports continuous professional development, ensuring employees complete specific amounts of CPD per annum to stretch skills. Learning needs are identified during bi-annual performance and wellbeing reviews. This fluid approach facilitates employee promotion and job changes, which positively impacts the retention of skilled workers throughout the organisation.
Managers and leaders reinforce vision and values through Away Days and Learning and Development Days. Transparency is key, with an open-door culture encouraging questions. Managers receive support through annual Management Development days and new managers benefit from the Portal Leader programme, ensuring they are well-equipped and high-performing individuals.
The organisation’s We Invest in Wellbeing Gold Accreditation highlights Portal Training's focus. The Wellbeing Working Group promotes physical, psychological, and social health through initiatives like Funded Coffee Catch Ups (up to £10/month) and the EAP, offering 24/7 support for counselling, legal, and financial advice, ensuring comprehensive employee care.
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Education & Training

Cambridge Enterprise

The Career Progression Framework provides a career development roadmap with clear competencies, resulting in faster promotions at junior levels and a reduced turnover rate of 13.5%. The organisation further supports growth through regular company-wide training and individual financial support for learning & development.
The organisation actively commits to strong leadership, evidenced by its excellent manager rating of 8.6 out of 10 in their latest pulse survey. This commitment will be further solidified with the launch of the Line Manager Training Programme in November, enhancing leadership skills across the company.
Employees can donate their Spotlight award money to a charity of their choice, and the organisation supports personal charitable efforts with the Matched Fundraising Scheme of up to £100 per person annually. It also promotes environmental responsibility through the Green Impact programme.
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Education & Training

Davies Partnership

Staff development is supported through personalised training plans, mentorship, and the unique development plan SKILL which ensures a clear progression route for every engineer. External CPD sessions and the Degree Apprenticeship Programme demonstrate Davies Partnership’s dedication to continuous learning.
Managers lead by example, consistently living the company values. They support their teams through clear expectation setting, regular bi-annual one-to-one reviews, and active encouragement for open conversations about workload, ensuring employees feel supported.
The organisation's collaborative culture is enhanced by initiatives like Early Finish Friday, a reward for hitting the monthly 'fee earning' target. Team Together days and outdoor team activities further strengthen connection, collaboration, and community engagement across all offices.
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Consultancy

Placefirst

The comprehensive Learning and Development framework provides clear career progression pathways, increasing employee motivation and engagement by showing they are invested in. This framework includes regular individual development planning sessions and funded professional qualifications (e.g., MBAs, RICS, CIPD), strengthening the talent pipeline for internal promotion and succession planning.
Manager support consistently receives high engagement scores, reflecting leadership grounded in empathy and trust. Managers provide personalised coaching through regular one-to-one’s, and their development is supported by specific training on performance management and coaching, as well as opportunities to represent their teams in leadership meetings.
Teams are encouraged to engage in local community initiatives, such as volunteering days, which strengthen bonds through a shared purpose of improving communities. Collaboration is also fostered through regular In Person Team Days and company-wide events, alongside creative problem-solving sessions at the annual staff conference.
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Housing Associations

Understand your organisational health across all eight factors

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