About Leap29 Limited

All the managers within Leap29 will have been through a comprehensive, internal management course. This will provide them with the skills to recognise and identify the level of support different individuals will need to achieve what is expected of them. This training is regularly refreshed, often with new approaches to management considered. All employees of Leap29 receive regular refresher training sessions. These sessions cover core aspects of the job, to ensure all individuals are confident in all aspects of what they do in Leap29, enabling people to achieve their targets. They have a suggestion box which is an anonymous mechanism for individuals to suggest changes to the management team. This allows people to voice their opinions about their environment, company structure and any other issues that they may feel inhibit their ability to achieve their tasks.

At Leap29 they aim to develop their employees both personally and professionally. On the professional front; every employee that comes on board and joins their meritocratic career progression path with clear goals and targets to meet to further their career. As well as benefiting from award winning training and classroom based learning, each new team member will be assigned a senior mentor, someone who’s been there and done it – who can guide them through the ups and downs as life as an intermediary. They believe that each team member is an individual who progresses at their own pace; with a clear program everyone knows what is expected of them. Although one of their four values is ‘Hard work’ they realize that their team members place a huge importance on their own personal development, goals and aspirations. Each team member has the opportunity to meet with one of their directors at the start of the year to discuss these for the year ahead. Leap29 are also happy to support team members in developing specific skills and offer funding for external courses which will assist team members in their future development. . As well as focusing on management and work goals, future leaders are encouraged to create a Vision Board, with their short, medium and long term goals both for work and their personal life, helping them to visualise the future they want to achieve.

At Leap29 they run several initiatives that aim to enhance the wellbeing of their employees. From a physical health side they offer a ‘Cycle to Work’ scheme which enables employees to get a financial gain from their participation in the scheme whilst also improving their health. They also offer support and guidance for people wanting to quit smoking and maintain a healthier life with the publication of a company magazine, ‘Leap Living’. From a psychological health perspective their ‘open door, open floor’ policy enables dialogue with senior management which allows for positive communication throughout the workplace. They recognize the importance of community volunteering and the psychological effect that this has on employees. Their ‘Helping Hands’ scheme provides all employees with the opportunity to get involved with their community and volunteering schemes and in return for their involvement Leap29 offer one extra paid days holiday per year. Looking at the social health side of wellbeing they continually consult all employees on their choice of charities to support throughout the year and support the nominated charities at various points during the year. Leap29 see and value the importance of involving families in company events and gatherings, throughout the year they host events that can be attended by both employees and their families which have helped create a sense of community within Leap29.