What are companies doing with regards to 'My Team'

Novatech operates using a profit share scheme, allowing the organisation to share its success each financial year with its people. Last year, this meant everyone received almost £900 from this scheme. Novatech has found that this has motivated staff and helped them to feel more engaged with the business.

To support managers feel empowered to lead and develop their teams, Novatech offers manager development. It has two Managers on management CIM standard apprenticeships and has also launched its manager toolkit development programme which sets the standard for being a great Novatech people manager.

The purpose of the organisation’s OFR Mind Matters initiative is to promote awareness and educate colleagues about mental health to reduce the stigma and drive a supportive and healthy work environment. It aims to provide representation throughout the company to discuss, agree and manage ideas and initiatives. All representatives are trained Mental Health First Aiders.

OFR Consultant have further developed its Better Days programme, encouraging colleagues to volunteer their skills for charitable causes and give back to their communities. By providing each staff member with two days paid leave, this initiative promotes involvement and engages the team to undertake pro-bono work on a project close to their heart.

The CEO of the Recruitment and Employment Confederation provides regular communication to all employees, including a weekly update explaining how the business is doing and praising quality staff performance. The organisation’s leadership team operate an open door policy and have created an atmosphere of approachability and openness.

Managers are supported through training sessions that focus on the collective development of the organisation’s managers as leaders. Some of the subjects covered include the relationship between managers and employees, driving change, and selecting things that will make a difference – including the importance of self-care and wellbeing.

Ryder Architecture’s internal summit, Blueprint is a unique aspect to the business. Hosted each year, the leadership team shares the practice’s goals for the year, announce promotions, and present awards which recognise great achievements, stand out contributions to the business, and outstanding project work.

Staff are supported through the provision of 80+ hours of training per person, per annum through the Ryder360 Learning Programme, which encompasses all aspects of personal development and covers personal skills. This is to support the continuing professional development of its people, including those working towards charterships.

SMG provides opportunities for personal and professional growth through an individual training fund. The company's focus on helping employees be the best version of themselves supports personal development and job satisfaction.

SMG prioritises the wellbeing of its staff with a personal monthly wellbeing fund. The company also has employee-led groups focusing on wellbeing and diversity, equity, and inclusion, demonstrating a commitment to a healthy work-life balance.

The organisation supports employee growth by looking to promote from within. One example of this is an employee who started with as an Operations Support Manager, and was subsequently promoted to Operations Director Designate following on from their promotion to Operations Manager eight years ago.

T(n)S Catering Management offers an internal management development programme which covers a range of topics, including Financial Performance, Service Standards & Quality, Resource Utilisation, Compliance with all Current Applicable Legislation, Business Retention, Business Development, Menu and Concept Development, Staff Training & Development, and Supporting site KPI Management.

Supporting employees’ health and safety while working from home, the company provides all staff with a £150 ‘Healthy Workstation Allowance’. This allowance ensures that employees have the correct workstation set up at home to work comfortably and effectively. An employee assistance programme is also available to all staff from their very first day of employment.

The CEO and leadership team communicate objectives on a regular basis through a business plan that outlines the goals for the company located on a central system for all to access. All new employees are invited to enjoy coffee and croissants with the Directors, where they discuss the Culture, Values and ‘open door’ approach.

The Entertainer's charitable giving is displayed each year when 10% of its annual net profit goes to charity. Employees are encouraged to contribute via Payroll Giving, demonstrating its commitment to society. Its involvement in the Pennies scheme further underscores this commitment.

The Entertainer's focus on wellbeing is evident through initiatives to ensure a balance between work and home life, whilst aiming to reduce stress in the workplace and boost employee engagement. Its Health MOT sessions and wellbeing week activities are enjoyed within the business each year.

The Manufacturing Technology Centre offers ample opportunities for personal growth. Initiatives like the 'Advanced Manufacturing Training Centre' and the 'National Centre for Additive Manufacturing' allow employees to develop and utilise their skills in a challenging and innovative environment.

Managers at The Manufacturing Technology Centre ensure a supportive and caring environment for their team. Regular 'State of the Nation' events hosted by the Exec team provide transparency about the company's progress, strategic changes, and financial performance, fostering trust between managers and their teams.

Uniform is passionate about creating an open dialogue about mental health and it has four qualified Mental Health First Aiders across the group. It also has a menstrual health policy, designed to protect and support team members. Employees have access to medical support via Simply Health, and wellbeing services, including counselling, via The Circle Line.

Uniform benchmarks salaries to ensure fair pay for all employees. It also offers length of service awards, including £2,000 in holiday vouchers after 10 years. The organisation further rewards employees by regularly offering to pay for them and their families to go to a restaurant and have a meal on the company.