What are companies doing with regards to 'My Team'

Through the STAR platform, real-time, multi-directional reward and recognition is available anytime anywhere. Colleagues can recognise one another via STAR platform any time, offering both monetary and non-monetary recognition options: eCards, Nominations, and Instant Awards. The social 'Wall of Fame' offers recognition, allowing others to comment and join in on recognition moments.

Through its GIFT (Get Involved Find Time) programme, a network of volunteers work across the organisation to engage colleagues with volunteering activities in the communities and to lead on fund raising initiatives for its spotlight charity.

The leadership team fosters organisational clarity through several key practices. They prioritise open and transparent communication, ensuring that all employees are kept informed about company goals, changes, and progress. This is achieved through regular meetings where updates and expectations are clearly communicated. Additionally, directors conduct quarterly strategy sessions to review and refine the company direction.

The organisation works closely with The Message Trust/Community Grocer and have sent staff out on volunteer days to take part in gardening in the community and packing in a grocer's warehouse. The Flava People also donates some of its products and a proportion of its sales to the same charity.

iconsys are being supported by a team at The University of Derby, as part of a Mental Health & Productivity Pilot, who are helping the organisation to put measures in place to create a supportive environment where good mental health is promoted and encouraged. iconsys also have a dedicated group of Wellbeing Champions.

iconsys is dedicated to supporting the personal and career growth of all of its employees. To do this, and to help attract the best talent to the business, it has begun creating its own Academy, which will help employees to learn new skills and develop existing ones.

ADDO Play’s Project Possibilities is a scheme that asks employees to share if they feel they can make a difference to the company outside of their role today, or want a new challenge to come forward. The aims of the scheme are to share knowledge, apply new or unutilised skills, providing opportunities to nurture ambition.

All managers at ADDO Play have access to manager focussed learning via its eLearning tool, The Entertrainer. The organisation is also rolling out Mental Health Champions training for all leaders in the business. On the job coaching from HR and workshop based sessions are also offered.

Brown Recycling supports the employees growth and development within the business. With support from its HSE and HR departments to external training, the organisation recognises potential and encourages growth however it can.

The management team at Brown Recycling demonstrate healthy behaviours and habits, encouraging employees to do the same. By normalising conversations that may seem daunting to some, they support employees to seek help wherever maybe needed, with the additional benefit of its health platform, access to help is manageable in a variety of different ways.

Alexandra Palace provides its employees with a range of health and wellbeing benefits, including: eyecare and glasses reimbursement; free flu jabs; access to Validium, the Employee Assistance Programme that provides a free, confidential 24-hour counselling and advisory service; free staff meals when working on events; and subsidised weekly fitness classes.

All employees can enjoy discounts at the onsite cafes, restaurants, and bars with their staff pass. Every Friday, employees receive 50% off at the Pheonix Bar & Kitchen. Employees can also apply for free tickets to events and backstage bar passes.

With perks such as extended maternity leave, increased annual leave, and a day off on one’s birthday, Norman Broadbent offers a competitive benefits package, demonstrating its commitment to fair treatment of its employees.

Through comprehensive support programs, mental health counselling, and a flexible hybrid work model, Norman Broadbent prioritises employee wellbeing, fostering a healthy work-life balance and mitigating the impact of stress on personal health and performance.

Planet IT invests in staff training and rewards, promoting personal growth and skill utilisation. The organisation’s focus on continuous learning through official courses enables employees to feel challenged and opens up opportunities for career progression.

Planet IT acknowledges the importance of wellbeing with initiatives like mental health support and discounted gym memberships. These initiatives help employees maintain a healthy balance between work and personal life, contributing to their overall performance.

The leadership team at Warranty First ensures that there is clear communication between all levels of the organisation through regular team meetings and buzz sessions where KPIs and targets are filtered down to individuals.

Management and leadership skills are provided through Warranty First’s inhouse HR consultant. Courses include subjects such as the right to manage, the legal context, emotional intelligence, absence management, wellbeing, and Equality, Diversity and Inclusion.

Creating clarity has always been a priority for the Leadership Team. Town hall meetings, CEO open door sessions, intranet updates, away days, knowledge share events, departmental meetings, and CEO monthly emails are all effective and popular ways of communicating utilised by Association for Project Management to create clarity for staff.

Association for Project Management has a performance related pay scheme (PRP) open to all staff upon completion of their probationary period. PRP rewards employees for achieving their personal objectives which have been cascaded down from corporate objectives thereby contributing towards the aims of the organisation.