What are companies doing with regards to 'My Team'

The company's Transformational Leadership Programme offers opportunities for skill development and career advancement. This programme helps employees to feel challenged and utilise their skills effectively.

The senior leadership team at People's Partnership sets an example of transparency and inclusivity, with their open-door policy and visible presence, fostering trust in the organisation's leadership.

Bron Afon Community Housing is a place where employees can feel proud to work, contributing to the mission of building strong communities through initiatives like the Helping Working Families Project, which positively impacts both employees and the residents they serve.

Bron Afon supports personal growth through its High-Level Learning & Development Plan, offering tailored training in regulatory compliance, safeguarding, and professional development, ensuring that employees feel their skills are utilised and advancement opportunities are available.

Through consistent communication, leading by example, and implementing initiatives like training programmes and recognition events, the senior management team actively demonstrates and reinforces the organisation’s values, fostering a culture where all employees are encouraged to live by these principles.

At Harmony Fire, every employee is given a Personal Development Plan which is reviewed annually, providing them with the opportunity to develop into the roles that they want to progress their careers. Further, all managers are sent on a management training programme to enhance their leadership skills.

The leadership at UK Coaching is actively involved in aligning the organisation's work with its values, ensuring that strategic goals are met. They also actively communicate with their teams through initiatives like the 'WeConnect Monthly Update'.

UK Coaching demonstrates social responsibility by encouraging staff to volunteer for charities and establishing a dedicated recycling and ESG group. This shows a commitment to giving back to society beyond profit motives.

Senior managers at Sumo Group embody the company's values and principles, actively participating in diversity and inclusivity initiatives, and taking the same training as their teams. Their actions demonstrate the pillars of Family, Security, Trust, and Collaboration that the company stands on.

Sumo Group’s Charities Committee enables its people to shape how the Company chooses and interacts with charities. The organisation has two nominated charity partners – Solving Kids’ Cancer UK and SpecialEffect – and has put over £150,000 towards charitable activities. This includes employees personal fundraising efforts across 37 different events and activities.

Strategic objectives are shared with employees under three areas – Inspiring Trust, Inspiring Organisation, and Inspiring Community – these are also aligned to the company values. Colleague’s views and perspectives are important to the Trust and employees are encouraged to provide feedback through the Staff Forum.

All employees have one paid day annually to volunteer for a local charity or community project of their choice. Colleagues partner with local charities to choose from a range of volunteering opportunities, from environmental clean-ups to skill-based support. Teams are also encouraged to volunteer together to build relationships while making a collective impact.

Paradigm Housing Group takes a holistic approach to wellbeing by offering a range of support services that cover mental and physical health. These services include a healthcare cash plan worth over £1,800 per year, an Employee Assistance Programme, Mental Health First Aiders, and speakers, such as Andy’s Man Club, who promote mental wellbeing and training.

Employees at Paradigm Housing Group have the chance to earn ‘Paradigm Points’ by demonstrating a behaviour relating to one of the organisation’s values and by going above and beyond day-to-day expectations. These points have a cash value that can be used to purchase certain goods at a discount or be redeemed into gift cards.

The firm encourages personal growth by promoting career development conversations and maintaining a record of individual achievements. It also provides a job and responsibility matrix to help employees understand their current level and requirements for progression.

Leonard Design prioritises employee wellbeing through physical activity challenges, mental health support, and talks on diet, exercise, and mindfulness, ensuring a balance between work and personal life.

The company's Manager Induction and Supervisors Development Programmes ensure managers are equipped to support, trust, and care for their teams. They uphold the J Murphy & Sons values and make sure these impact management practices positively.

J Murphy & Sons’ multifaceted reward strategy recognises employees' efforts with a range of benefits and reward mechanisms. These include long service awards, wedding vouchers, maternity return bonuses, and the ACORN peer recognition awards.

Brunel Group prioritises employee wellbeing through its Employee Assistance Programme, offering support for financial, physical, and mental health. Mental Health First Aid training and partnerships with 'Perks at Work' further enhance the wellbeing framework for staff.

Brunel Group actively engages in community support through fundraising events, donations, and partnerships, such as the Bristol Rovers initiative. The focus on sustainability and annual charity efforts showcase the organisation's commitment to societal contributions beyond profit motives.