What are companies doing with regards to 'My Team'

Ellacotts engenders pride in its employees by providing a flexible and supportive work environment. Its commitment to fostering success for both clients and employees is demonstrated through its 'Vision 2030' and 'Flex-e' initiatives.

Ellacotts promotes personal growth through its UK200Group Pathways Programme, which offers management, leadership, and business development workshops. The firm also provides one-on-one coaching sessions, ensuring individualised development plans for employees.

ESET UK has mental health first aiders to help any and all employees. These mental health first aiders are signposted across the business so all employees are aware how to contact. The organisation also provides a wellbeing benefit of £35 a month that employees can spend on anything that is beneficial to their wellbeing.

As well as providing free hot and cold drinks in the office with fruit and biscuits, and lunches when meetings take place over lunch, ESET UK gifts each employee with seasonal goodies such as chocolate at Easter, a love letter on Valentines day, and a Christmas hamper at Christmas.

Every month the whole company works towards breaking company records as part of ‘Raise the bar Fridays’. The reward for breaking a company record plays into bonus structures for the end of the year and, more immediately, gives all employees a 3pm finish on the first Friday of the following month.

The Franklin Fitch Academy has dedicated academy managers for each of the organisation’s main languages (English/German) who support employees from the beginning of their journey through to more senior training opportunities with internal and external providers, coaches and mentors.

Howes Percival's LEAPS programme offers comprehensive development opportunities for all roles, encouraging employees to enhance their skills and achieve their career goals. The programme includes a variety of training options and encourages self-assessment.

Managers at Howes Percival receive dedicated support, including mentoring and access to a People Team contact for advice. The Performance Development Review process also helps managers identify development opportunities and gather feedback.

Kingsley Napley invests in its employees' development. An eighth of the firms training budget is dedicated to sponsorship agreements for qualifications, with opportunities for advancement such as Lean Six Sigma, thus utilising and enhancing their skills.

The firm prioritises its employees' mental and physical wellbeing by investing an annual budget of over £100,000 into initiatives such as an Employee Assistance Programme, private medical cover, and a cash plan for all employees and partners. It also provides employees with a £200 per annum wellness subsidy to spend on any activity they choose.

Lily encourages a supportive and trusting relationship between managers and their teams. Regular check-ins, especially for remote workers, and the implementation of the Management Development Programme ensure that employees feel cared for and trusted by their immediate managers.

Lily's leadership fosters transparency and alignment with company goals. Monthly business updates led by Managing Director Chris Morrisey and the 'Strategy 4 Success' initiative keep employees informed about the company's vision and growth journey, promoting trust in the leadership team.

Mansfield Building Society offers a comprehensive Management Development Programme for all current, new, and aspiring managers. Covering a range of key management skills, this 18-month programme ensures employees are challenged and their skills utilised effectively.

Mansfield Building Society prioritises employee wellbeing, with initiatives such as the Wellbeing Champions and Menopause Policy. The Society has also provided employees with fans and sanitary products, reflecting its commitment to employee welfare.

Mission Mars’ partnership with Hospitality Action, an Employee Assistance programme, offers free, confidential support to all employees, thus promoting their wellbeing. The Fourth Engage platform, which allows employees to set notifications for work hours only, helps maintain a balance between work and personal life.

Through partnerships with local charities such as Youth Zone and the establishment of the internal Mission Mars Foundation, the company encourages employees to give back to society. Their focus on sustainability further demonstrates their commitment to making a positive impact.

Operam Education Group is committed to fostering innovation and maximising potential. It offers personal growth opportunities through its 'Career Journey' programme, which is bespoke to roles within the business. In addition, there's an 'Inspiring Leadership' course, Graduate program, and interdivisional mobility to support career development.

Operam Education Group values fair treatment of its employees, offering a range of support for personal circumstances. It provides private healthcare and implement the 'Step Up' sales competition, which offers a range of prizes for reaching set goals, demonstrating OEG’s commitment to rewarding its colleagues.

The charity has an active wellbeing group called the Feel Good group, which runs wellbeing initiatives, activities, challenges and communications throughout the year on various topics. Employees are encouraged to get involved in initiatives aimed at improving their mental, physical and financial wellbeing, as well as promoting team dynamics, understanding and cohesion.

Rainbow Trust has a clear process for supporting employee development. Discussions about competency, training and development needs and career aspirations are held formally during its annual performance review process. It has a talent management programme, which is driven through the annual performance reviews, 360 feedback and self-assessment. The programme is tailored to the individuals.