The Best Companies ‘Special Award’ for Learning and Development is given to one organisation in each size category annually to reflect outstanding commitment to supporting the personal goals and ambitions of their people.
Eficode follows the 'Tour of Duty' principle, which sets out a pathway for each individual and ensures Managers have a suite of employee development tools available to them, encouraging tailoring development to best suit the individual.
Professional Development starts the moment employees join Tommies Childcare. Each employee has a 6-month induction portfolio and internal training programme where they join Directors, Senior Managers and Managers for training tailored to the development of skills applicable to their roles.
Ryder Architecture provides 80+ hours of training per year through the Ryder360 Learning Programme, which encompasses all aspects of personal development and covers personal skills. Additionally, there's an annual programme of knowledge sharing between teams, initiatives, and sector leads.
Murphy has a clear L&D strategy with the philosophy of ‘Development for All’. It has a number of key initiatives to support employee growth and development including the Murphy’s Learning Zone, which provides employees with learning resources, and apprenticeships.
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Softwire launched a disability/mental health spotlight, sharing Q&As from employees who have a disability.
The aim was to help reduce stigma, start conversations, and give the wider company insights into what it's like working at Softwire with a disability.
Continuous improvement is one of The Landmark London’s key company behaviour and is ingrained within their culture. They believe that an employees’ journey should be enriching and memorable.
Softwire launched a disability/mental health spotlight, sharing Q&As from employees who have a disability.
The aim was to help reduce stigma, start conversations, and give the wider company insights into what it's like working at Softwire with a disability.
Continuous improvement is one of The Landmark London’s key company behaviour and is ingrained within their culture. They believe that an employees’ journey should be enriching and memorable.
Softwire launched a disability/mental health spotlight, sharing Q&As from employees who have a disability.
The aim was to help reduce stigma, start conversations, and give the wider company insights into what it's like working at Softwire with a disability.
Continuous improvement is one of The Landmark London’s key company behaviour and is ingrained within their culture. They believe that an employees’ journey should be enriching and memorable.
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We shortlist for this award using the information you provide us about your people and culture in your cultural insights when you undertake a survey. We ask questions relating to the initiatives that you have relating to ‘Personal Growth’, allowing us to identify the efforts being made to enable employees to gain the skills and knowledge they need to grow.
Shortlisted companies’ answers are reviewed by an independent judging panel, who select the winning organisations in each size category. The winners are revealed during an annual ceremony each November, in conjunction with the publication of the Best Companies to Work For List each year.
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