State of Engagement 2026 Report |
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To help in the company's recruitment efforts and as an added incentive for their employee referral programme, they offered an all-expenses paid weekend trip to Ibiza for an employee and 1 guest for a successful recommendation. Each month senior management recommend their team's 'innovator of the month' to recognise their efforts to go above and beyond. In the summer the company put all the winners names year to date into a hat and drew 4 names who were sent to the Home House Summer Festival for an all-expenses paid trip. The company also offer spot bonuses to mid-level/ junior team members who they feel have made a significant contribution to the business outside of their key responsibilities e.g. as a reward for new business leads or work on projects which are so outstanding they end up being nominated for an industry award. An added perk of working on an award-winning piece of work is attendance to a glamorous awards dinner.
To help in the company's recruitment efforts and as an added incentive for their employee referral programme, they offered an all-expenses paid weekend trip to Ibiza for an employee and 1 guest for a successful recommendation. Each month senior management recommend their team's 'innovator of the month' to recognise their efforts to go above and beyond. In the summer the company put all the winners names year to date into a hat and drew 4 names who were sent to the Home House Summer Festival for an all-expenses paid trip. The company also offer spot bonuses to mid-level/ junior team members who they feel have made a significant contribution to the business outside of their key responsibilities e.g. as a reward for new business leads or work on projects which are so outstanding they end up being nominated for an industry award. An added perk of working on an award-winning piece of work is attendance to a glamorous awards dinner.
Hanover regularly sends their employees on secondments, in order that they can learn a more holistic view of their role. Currently they have a number of people working on short to medium-term secondments within their clients, e.g one of our Account Directors has just completed a 6 month secondment with Sky. He spent Mon - Weds every week at their office, working with the government affairs team on projects worked on by their agency. He has learned so much as a result of his being 'on the other side' and in a few weeks will be delivering a Lunch & Learn to his colleagues to share his experience. Every 2 months the company also send junior members of the team to their office in Brussels, where they learn about EU politics, get a tour of the European Parliament buildings, meet clients locally and build relationships with their colleagues in this office. Social activities are woven into the schedule and they stay in a furnished apartment within minutes of the office, and sightseeing trips are also offered to those who are not familiar with the city.
Bilfinger GVA's people care passionately about the communities they live in and every year collectively and individually they take on a variety of amazing and inspirational challenges in the name of charity. A number these initiatives include: Raffling the reception flowers every Friday, charity dress down days (Pretty in Purple, Comic Relief, Jeans for Genes, Wear it Pink, and Xmas Jumper Day), charity events such as; Breakfasts, Raffles, Quizzes, Back to School, Land Aid and Rainbow Fun Runs, Three Peak Challenge, Children in Need, Bike Rides, Moon Walks, Nightriders, Tough Mudders, Shawn the Sheep Charity Trail, Shwop at Work and Brave the Shave to name a view. They work with local communities on specific community schemes; an example of this is where 13 volunteers from their Glasgow office helped out with the gardens at their local Robin House children's hospice. They collectively contributed over 70 hours of time to transform the grounds in time for the hospices special memorial weekend, they also have a number of senior managers who give their free time as school governors, business coaches or confidents to SME businesses.
Bilfinger GVA provide support to employee's development in many different ways; in the last 12 months they have fundamentally overhauled their training principles, they have driven the training to relate to their values and beliefs and in parallel carried out a gap analysis of training requirements. There are three examples worthy of note that they have created recently and rolled out across the business: Firstly, the introduction of career pathways into the business, allowing clarity of expectations and how individuals can progress within the organisation; secondly, the release of a CMI (Chartered Management Institute) Level 5 accredited leadership programme for middle management, and lastly; a new graduate training programme for their graduate planners; as part of this programme they engaged with both past and present graduates and partnered with the RTPI to establish a training programme to be used as a standard across the industry, this training programme was recently recognised at the annual RTPI awards by being nominated and winning the governing body's Excellence Award.
Bilfinger GVA provide support to employee's development in many different ways; in the last 12 months they have fundamentally overhauled their training principles, they have driven the training to relate to their values and beliefs and in parallel carried out a gap analysis of training requirements. There are three examples worthy of note that they have created recently and rolled out across the business: Firstly, the introduction of career pathways into the business, allowing clarity of expectations and how individuals can progress within the organisation; secondly, the release of a CMI (Chartered Management Institute) Level 5 accredited leadership programme for middle management, and lastly; a new graduate training programme for their graduate planners; as part of this programme they engaged with both past and present graduates and partnered with the RTPI to establish a training programme to be used as a standard across the industry, this training programme was recently recognised at the annual RTPI awards by being nominated and winning the governing body's Excellence Award.
Grass Roots' has a learning platform which holds sections dedicated to programs which support their manager's development. There is a curriculum of workshops; insights; webinars and various materials, as well as a toolkit of activities the managers can use to engage, develop and inspire their teams. A separate pathway supports those people who aspire to be a manager at Grass Roots'- providing them with the skills and knowledge before they are promoted into a management role.
Grass Roots' has a learning platform which holds sections dedicated to programs which support their manager's development. There is a curriculum of workshops; insights; webinars and various materials, as well as a toolkit of activities the managers can use to engage, develop and inspire their teams. A separate pathway supports those people who aspire to be a manager at Grass Roots'- providing them with the skills and knowledge before they are promoted into a management role.
Grass Roots' has a learning platform which holds sections dedicated to programs which support their manager's development. There is a curriculum of workshops; insights; webinars and various materials, as well as a toolkit of activities the managers can use to engage, develop and inspire their teams. A separate pathway supports those people who aspire to be a manager at Grass Roots'- providing them with the skills and knowledge before they are promoted into a management role.
The managing director at Global Payments holds quarterly huddles whereby all employees gather and he provides updates on key business activities, good news stories, personal achievements and upcoming projects. At the end of each huddle, the floor is opened for questions and the Managing Director along with members of his team will answer any questions posed to them from the rest of the staff openly and honestly.
At Global Payments there are numerous courses available to all employees, a number of which are geared towards line managers and their development, they range from 'Having Difficult Conversations' to 'Introducing Coaching'. One recent programme aimed specifically at the management team is 'The 4 L's'. This programme was designed to introduce, reinforce and embed the Living Our Culture programme that is in place at Global Payments.
The managing director at Global Payments holds quarterly huddles whereby all employees gather and he provides updates on key business activities, good news stories, personal achievements and upcoming projects. At the end of each huddle, the floor is opened for questions and the Managing Director along with members of his team will answer any questions posed to them from the rest of the staff openly and honestly.
At Gerald Eve LLP they have a 'staff profit share' in place which rewards employees for their contribution over each financial year, the reward is driven by firm, team and individual performance to engage employees at all levels in contributing to the wider firm. This bonus rewards the employees' efforts across a range of skills and behaviours, not purely their financial contribution.
At Gerald Eve LLP they seek to enhance the wellbeing of their employees physically and emotionally, both inside and outside of work, and help them plan for their future. To aid their employees financial wellbeing the company run tailored financial education sessions by age group to assist them with each stage in their life - this financial education strategy has been nominated in two awards ceremonies this year for best Financial Education Strategy. In conjunction with the education strategy Gerald Eve LLP provide benefits that help their employees through life events such as moving home. They are one of few employers who provide an interest free Rental Deposit Loan to staff which can especially help graduates when moving to a new city. To enhance their employees physical welfare, employees have access to private medical insurance and wellness days so they can understand their key health metrics and seek advice on them. The company's private medical insurance provides incentives and assistance to stop smoking and to become healthier. The wellbeing of staff is of the upmost importance to the firm and their policies and practices are designed with this in mind. A bi-annual Firm Away day demonstrates this commitment by enabling all employees to meet each other, get to know each other outside of the office and build relationships, cementing the values and culture of the organisation that promotes and enhances our employees wellbeing.
The senior management team at Gerald Eve LLP demonstrate the company values on a daily basis through their approachability and engagement with all staff. The company has an open plan office, with no separate offices for senior management ensuring they are open and friendly to all. Managers regularly visit all offices to ensure a consistent message of 'one firm' is felt by all. The board at Gerald Eve LLP host 'Breakfast with the Board' sessions in which small groups of employees are encouraged to give open feedback and ask questions, promoting the values of Integrity, Respect and Friendliness. Senior management are actively involved with clients on a day to day basis, again demonstrating the company's values of Trust and Integrity. The company display excellence in the quality of their work and dedication to going the extra mile for clients. All of Gerald Eve LLP's values permeate the behaviours and actions of all staff and are embedded in the processes and operations of the firm.
G Adventures has 25 community projects in the destinations their travellers visit. They have just committed to launching another 50 projects in the next five years. All 50 social enterprise projects – known collectively as G Adventures for Good projects - are under development by G Adventures and its non-profit organisation, Planeterra Foundation. Together they will invest more than CAD$5-million in social enterprises over the next five years. G Adventures is constantly evaluating potential new G Adventures; For Good projects and these are selected according to the biggest impact in terms of community benefit and traveller numbers. The projects are primarily located in communities where indigenous people, women and youth have been disadvantaged by a lack of access to education, jobs and income opportunities.
On Friday night at The Summit (G Adventures' London office) they host regular live news shows, with all news from G Adventures, both people in the London office and G Nation around the world. It is hosted by The Monarchy, four team members who are the ambassadors of culture at The Summit. It includes news updates, sporting events for the office, upcoming global events, birthdays and shout-outs for the team. The CoC is the Circle of Chat which happens afterwards, where drinks and chit chat are shared.
All the senior management team wear Core Values t-shirts and set-up and host Summit Talks, where different business leaders and people with interesting stories come in to the office for an open forum chat about their job and how they got there. They support both The Monarchy (culture team) and Green Queens (sustainability ambassadors) in their goals to create happiness and community, and to do the right thing. They are also the barometer for the office ensuring morale is well and people are passionate in what they do every day!
Manager's competency is assessed so that bespoke training and development can be provided on a regular basis with checks to ensure quality. L+D works to support managers by regularly assessing their training and coaching skills, providing feedback and development to improve this. Managers attend induction training to embed the vision and values and lend valuable context to their work across the business. L+D works hard to coach managers to provide the best feedback, support and development utilising a sports coaching methodology, ensuring that all staff at all levels of the business can expect the same consistent level and format of support. Lead Advisors are supported on their unique development path by L+D Managers to ensure their vision of a new career in management is fulfilled.
Freedom Finance has a charity committee. The committee holds various activities and competitions where all proceedings go to their chosen charity, St Anne's Hospice. At the end of each month they hold a dress down day where employees have to pay £1 to participate, the event has proven to be extremely popular with employees. Employees have participated in the Manchester Midnight Walk for St Anne's Hospice and also helped and attended a Quiz Nights and Bake Sales. Other events that staff have organised for another charity called Brainwave are a sponsored 5k run, fancy dress days, and formal dress Wednesdays. Freedom Finance holds an annual event called Freedom Festival, which is run across the entire workforce for their chosen charity. The activities that were in this year's festival included mangers participating in several events across the week such as limbo, races and treasure hunting events.
Freedom Finance has a charity committee. The committee holds various activities and competitions where all proceedings go to their chosen charity, St Anne's Hospice. At the end of each month they hold a dress down day where employees have to pay £1 to participate, the event has proven to be extremely popular with employees. Employees have participated in the Manchester Midnight Walk for St Anne's Hospice and also helped and attended a Quiz Nights and Bake Sales. Other events that staff have organised for another charity called Brainwave are a sponsored 5k run, fancy dress days, and formal dress Wednesdays. Freedom Finance holds an annual event called Freedom Festival, which is run across the entire workforce for their chosen charity. The activities that were in this year's festival included mangers participating in several events across the week such as limbo, races and treasure hunting events.
All Fourfront employees are enrolled in to the Fourfront Academy and are given a career development training programme, tailored for their specific needs and job role. The company invest three times the national average on training which helps the Group retain and attract some of the best talent. The Fourfront Academy is important not only to individual development, happiness and success, but is vital in ensuring Fourfront Group remains a leading organisation in the industry and, more importantly, delivers excellence to their clients. Fourfront Group also recognises that specific groups can have specific developmental needs, so has launched a number of initiatives. NextGen creates a platform for innovation and networking and gives an opportunity for young talent to feed their expertise back into the business. Women in Fourfront supports women in their career development through a workshop-style learning environment with quarterly meetings and coaching sessions. The company has trained internal mentors support individuals throughout the business in their career development by passing on knowledge and experience. This programme enables the company to bring fresh new talent into the business and give students studying towards relevant degrees and opportunity to learn and develop. Outstanding interns are sponsored during their final year at University with a view to bringing them back as full time employees. Fourfront invests in the learning activities through which professionals develop their abilities and ensure they remain effective and increasingly capable. This is achieved through a programme of accredited seminars, supplier visits and payment for employees' annual professional body memberships.
All Fourfront employees are enrolled in to the Fourfront Academy and are given a career development training programme, tailored for their specific needs and job role. The company invest three times the national average on training which helps the Group retain and attract some of the best talent. The Fourfront Academy is important not only to individual development, happiness and success, but is vital in ensuring Fourfront Group remains a leading organisation in the industry and, more importantly, delivers excellence to their clients. Fourfront Group also recognises that specific groups can have specific developmental needs, so has launched a number of initiatives. NextGen creates a platform for innovation and networking and gives an opportunity for young talent to feed their expertise back into the business. Women in Fourfront supports women in their career development through a workshop-style learning environment with quarterly meetings and coaching sessions. The company has trained internal mentors support individuals throughout the business in their career development by passing on knowledge and experience. This programme enables the company to bring fresh new talent into the business and give students studying towards relevant degrees and opportunity to learn and develop. Outstanding interns are sponsored during their final year at University with a view to bringing them back as full time employees. Fourfront invests in the learning activities through which professionals develop their abilities and ensure they remain effective and increasingly capable. This is achieved through a programme of accredited seminars, supplier visits and payment for employees' annual professional body memberships.
All Fourfront employees are enrolled in to the Fourfront Academy and are given a career development training programme, tailored for their specific needs and job role. The company invest three times the national average on training which helps the Group retain and attract some of the best talent. The Fourfront Academy is important not only to individual development, happiness and success, but is vital in ensuring Fourfront Group remains a leading organisation in the industry and, more importantly, delivers excellence to their clients. Fourfront Group also recognises that specific groups can have specific developmental needs, so has launched a number of initiatives. NextGen creates a platform for innovation and networking and gives an opportunity for young talent to feed their expertise back into the business. Women in Fourfront supports women in their career development through a workshop-style learning environment with quarterly meetings and coaching sessions. The company has trained internal mentors support individuals throughout the business in their career development by passing on knowledge and experience. This programme enables the company to bring fresh new talent into the business and give students studying towards relevant degrees and opportunity to learn and develop. Outstanding interns are sponsored during their final year at University with a view to bringing them back as full time employees. Fourfront invests in the learning activities through which professionals develop their abilities and ensure they remain effective and increasingly capable. This is achieved through a programme of accredited seminars, supplier visits and payment for employees' annual professional body memberships.
Their Communities Team run c120 community events a year, including sports, arts, fun, recreation, guided walks and coach trips to interesting destinations. They also run a structured volunteering programme called Step Up which engages with c50 volunteers a year aged 12 to adult; these volunteers work at Fortis's events, help at community gardens and organise events in their own neighbourhoods. The team also supports a network of community gardens. In the first instance staff organise the meetings and oversee operations, but with time the gardeners are enabled to form constituted groups with bank accounts and supported by the Fortis Fund Raiser and Bid Writer to seek independent funding for their garden. One of their gardeners won a Community Cohesion Award last year as a result of her work in their Droitwich garden. In 2015 they delivered their second annual Communities Week during which colleagues tidied 28 gardens for elderly and unwell tenants, collected over half a tonne of food for local food banks, ran a sports camp for disadvantaged children, painted and repaired fencing in five neighbourhoods and ran a Pop-Up 50p Shop in a deprived neighbourhood and raised £780 for a local charity nominated by colleagues. The shop alone represented 160 colleague working hours. The Fortis Social Club Committee organises monthly charitable events like dress down days, a bake sale or themed day. The organisation corporately supports the CAB, the local children's football league and lends out its Fund Raiser and Bid Writer to local charities and community groups.
Fortis Living have a strong believe in lifelong learning which support employee development in a variety of offering to suit differing learning styles and ability. These opportunities include:- Professional, Academic and Vocational courses from level 2 to level 7, this will either link to current role or career aspirations, supported financially and with time off as appropriate. Secondments to other departments and teams from 3 to 18 months, workshops and Seminars, Open Courses and networking group to support sharing of best practice. Training courses delivered in traditional style, from 2 hour bitesize course to 8 day programmes spread over a period time to embed the learning. They delivered 365 events last year using internal and external training at their offices. E- learning is used to provide Health and Safety updates and support in house training courses. Toolbox talks for short updates for operatives to give them training updates, coaching is encouraged and supported throughout the organisation, managers are given a bespoke series of training day to give them the skills to be able to support a coachee. 12 % of Fortis Living employees have gained promotion and they have examples of employees starting and undertaking an apprenticeship and progressing to supervisor level.
Fortis Living have a strong believe in lifelong learning which support employee development in a variety of offering to suit differing learning styles and ability. These opportunities include:- Professional, Academic and Vocational courses from level 2 to level 7, this will either link to current role or career aspirations, supported financially and with time off as appropriate. Secondments to other departments and teams from 3 to 18 months, workshops and Seminars, Open Courses and networking group to support sharing of best practice. Training courses delivered in traditional style, from 2 hour bitesize course to 8 day programmes spread over a period time to embed the learning. They delivered 365 events last year using internal and external training at their offices. E- learning is used to provide Health and Safety updates and support in house training courses. Toolbox talks for short updates for operatives to give them training updates, coaching is encouraged and supported throughout the organisation, managers are given a bespoke series of training day to give them the skills to be able to support a coachee. 12 % of Fortis Living employees have gained promotion and they have examples of employees starting and undertaking an apprenticeship and progressing to supervisor level.
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