State of Engagement 2026 Report |
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To encourage BCM employees to report safety violations or close calls. They incentivise a periodic reporting system by raffling £100 every 4 weeks.
To encourage BCM employees to report safety violations or close calls. They incentivise a periodic reporting system by raffling £100 every 4 weeks.
To encourage BCM employees to report safety violations or close calls. They incentivise a periodic reporting system by raffling £100 every 4 weeks.
Project teams regularly complete volunteering activities in their local area to give back to the communities BAM are working within. e.g. BAM Plant redevelopment of a school playground into a beach themed play area.
BAM have introduced various benefits for staff and identified and dealt with any issues identified within individual teams. Full analysis and a debrief of the Best Companies survey will be completed and all senior managers will be given feedback and asked for ideas on improvement. Reviews will be undertaken to evaluate the impact following any improvements implemented.
Project teams regularly complete volunteering activities in their local area to give back to the communities BAM are working within. e.g. BAM Plant redevelopment of a school playground into a beach themed play area.
Andrew Clinton, who has been with the firm for 22 years is a highly respected commercial litigator in his own right. He became the managing partner in 2006. His management style is open and egalitarian. Everyone is encouraged to ask direct questions at any time and is assured of a straight answer. He works in an open-plan environment and will make time for everyone, regardless of their role within the firm. A true champion of the firm's strategy, Andrew is constantly seeking to refine and develop the company's approach to market and the delivery of their services to ensure that asb law remain a sustainable, successful enterprise.
As an organisation asb law are committed to the well being of their people. This is apparent by their very effective family friendly policy which allows for flexible working/homeworking/flexi hours. Over the past two years every flexible working requests received have been granted and many of their people work from home or work an informal flexi hour arrangement. The company recruit part time employees, which is unusual in the type of environment they work in and have a sabbatical scheme to support those individuals who wish to pursue other interests for a period of time. They also offer first class benefits including a health care cash plan, which focuses on supporting their people for common ailments/conditions, provided for all staff. Cover can also be extended, at cost, to their families. A significant proportion of staff also have private medical insurance. The company encourage and support a variety of sporting activities from badminton, to 5-a-side football, to beach volleyball and operate a ‘Cycle to work' scheme.
As an organisation asb law are committed to the well being of their people. This is apparent by their very effective family friendly policy which allows for flexible working/homeworking/flexi hours. Over the past two years every flexible working requests received have been granted and many of their people work from home or work an informal flexi hour arrangement. The company recruit part time employees, which is unusual in the type of environment they work in and have a sabbatical scheme to support those individuals who wish to pursue other interests for a period of time. They also offer first class benefits including a health care cash plan, which focuses on supporting their people for common ailments/conditions, provided for all staff. Cover can also be extended, at cost, to their families. A significant proportion of staff also have private medical insurance. The company encourage and support a variety of sporting activities from badminton, to 5-a-side football, to beach volleyball and operate a ‘Cycle to work' scheme.
Armajaro run a not for profit organisation called Source Trust that supports and promotes sustainable farming pratices throughout the developing world. They focus on solutions which enhance the farmers ability to trade, help farmers living in poverty to improve crop yield and quality, to create sustainable livelihoods and improve the long term welfare of themselves and their communities. Armajaro also own a company called 'GeoTraceability Ltd which creates transparency around the sourcing of commodities to ensure that their customers can reassure consumers that products are fair trade.
The Leader of the organisation is open and approachable to all staff. He is passionate about their business, the history of it and the capability of his staff to continuing building the business globally.
The staff and company as a whole are very committed and work hard but due to the flat management structure, everyone can see what Armajaro do and what they are striving for. If you have an idea, you are encouraged to share it.
Clive is accessible to all staff and still has a hands-on-approach to projects, working side-by-side with staff and clients to keep him fully in-touch with their needs and requirements. Clive makes a special effort to 'walk the office floor' to find out about staff on a personal level and to foster a family atmosphere throughout the organisation. Clive leads from the front and is the official communicator for both good and bad news demonstrating his leadership approach focussed on openness and trust. He is the first to send emails congratulating staff on their promotion or individual efforts in gaining awards such as NVQs, MRICS and MSc.
Arcus employees are wholly involved in projects concerning upgrading homes for various Housing Association clients. In this respect they are an integral part of providing decent affordable homes for people across the UK. Each employee also has the opportunity to volunteer for a charity of their own choosing for one day each year to help and support in any way they want. Offices are able to take a working day out to support specific initiatives in their local community if there is something they want to get involved with. Arcus have signed up to ProHelp which allows Arcus to commit their professional time as Project Managers, Architects, Building Surveyors and Cost Managers to making a difference in their local community by providing free advice and professional support. For example, we gave 250 hours of professional time to assist the development of a Community Centre and Synthetic sports pitch in Droylsden, Manchester. The centre will be used by various community groups as well as providing a learning centre for local adults and others within the community.
Arcus employees are wholly involved in projects concerning upgrading homes for various Housing Association clients. In this respect they are an integral part of providing decent affordable homes for people across the UK. Each employee also has the opportunity to volunteer for a charity of their own choosing for one day each year to help and support in any way they want. Offices are able to take a working day out to support specific initiatives in their local community if there is something they want to get involved with. Arcus have signed up to ProHelp which allows Arcus to commit their professional time as Project Managers, Architects, Building Surveyors and Cost Managers to making a difference in their local community by providing free advice and professional support. For example, we gave 250 hours of professional time to assist the development of a Community Centre and Synthetic sports pitch in Droylsden, Manchester. The centre will be used by various community groups as well as providing a learning centre for local adults and others within the community.
The staff obtain direct bonuses linked to profits which encourages quality work in a legal environment. They also offer discretionary bonuses for superior work. Finally, smaller items are rewarded with recognition in the firm's magazine and the giving of a bottle of champagne.
All staff receive BUPA care and have subsidised gym membership open to them. The firm is generous in its approach to staff illness and personal problems. The firm is able to offer flexibility regarding working hours either on a one off basis or as a longer term arrangement.
The staff obtain direct bonuses linked to profits which encourages quality work in a legal environment. They also offer discretionary bonuses for superior work. Finally, smaller items are rewarded with recognition in the firm's magazine and the giving of a bottle of champagne.
AmicusHorizon launched their new talent management programme – ‘Shooting Stars'. The scheme is designed to develop and challenge the organisation's best performing and high potential staff. They put the applicants through their paces at a high energy, challenging assessment centre and recruited the best performers to join the programme. Their Shooting Stars have access to a fantastic range of development activities, networking opportunities, and resources. They get an external coach and an internal mentor from the Executive Management Team. The Shooting Stars get priority on the organisation's Professional Qualification scheme, if there's a certificated programme they want to do. They also get a personal development allowance of £1000 to spend on training events, seminars or conferences of their choice. As if that isn't enough, they're involved in an organisation-wide and/or strategic project! This has exposed them to other areas of the business and more strategic thinking.
AmicusHorizon state their people constantly challenge them as an organisation to rise to the occasion – and what better occasion to rise to than the London 2012 Olympics? Claire, a Customer Service Team Leader at the time, pitched ambitiously that the organisation should hold their very own AmicusHorizon Games. With her appointed panel, Claire raised internal and external funding to make her vision to life. And so the weekend of July 7/8 was a weekend of sporting highlights - the British Grand Prix, the Wimbledon finals, and their very own AmicusHorizon games! Everyone got into the spirit of the day, proving they've got healthy hearts and minds. The AmicusHorizon band provided the entertainment and BBQ refreshments kept everyone's strength up! Thanks went to everyone who attended the AH games and made it such a success – especially Claire. And incidentally, they have now promoted Claire to Customer Services Manager!
AmicusHorizon state their people constantly challenge them as an organisation to rise to the occasion – and what better occasion to rise to than the London 2012 Olympics? Claire, a Customer Service Team Leader at the time, pitched ambitiously that the organisation should hold their very own AmicusHorizon Games. With her appointed panel, Claire raised internal and external funding to make her vision to life. And so the weekend of July 7/8 was a weekend of sporting highlights - the British Grand Prix, the Wimbledon finals, and their very own AmicusHorizon games! Everyone got into the spirit of the day, proving they've got healthy hearts and minds. The AmicusHorizon band provided the entertainment and BBQ refreshments kept everyone's strength up! Thanks went to everyone who attended the AH games and made it such a success – especially Claire. And incidentally, they have now promoted Claire to Customer Services Manager!
Alongside the introduction of a resource library which contains textbooks on a variety of subjects which all employees can utilise to take ownership of their ongoing professional development. As a business the company long since focussed on the growing from within and ensuring that junior employees receive the support and coaching they require to succeed. However, the senior managers may have been slightly overlooked and as such the Management Training Programme was developed to ensure that they too receive ongoing professional development opportunities.
Managers hold regular weekly team meetings to ensure mutually defined objectives are clearly understood, individuals are clear on why they are important and have the support they need to achieve them. The company empower their managers and employees to feel comfortable raising issues with senior management, as well as adopting their own flexible approach to recognising individual achievements. All managers receive training and development support to assist them in running appraisals, coaching for high performance and to understand how to motivate and develop their teams. Managers across the business go out of their way to get to know staff and take an empathetic approach to their needs and the Executive Team also makes a point to get to know all new starters individually which builds the foundation for the open-door approach.
Alongside the introduction of a resource library which contains textbooks on a variety of subjects which all employees can utilise to take ownership of their ongoing professional development. As a business the company long since focussed on the growing from within and ensuring that junior employees receive the support and coaching they require to succeed. However, the senior managers may have been slightly overlooked and as such the Management Training Programme was developed to ensure that they too receive ongoing professional development opportunities.
Add People have various social events throughout the year. One memorable event was in November 2011 a team went Paint Balling. Ideas for the various social events are fed back via consultation with the employee reps committee. It was extremely enjoyable as most of the group had never taken part in paint balling previously, and again working in two teams which were mixed from all the different business areas, it allowed individuals to put a name to a face and get to know others from other departments, which ultimately breaks down barriers and aids communication within the business.
Add People have various social events throughout the year. One memorable event was in November 2011 a team went Paint Balling. Ideas for the various social events are fed back via consultation with the employee reps committee. It was extremely enjoyable as most of the group had never taken part in paint balling previously, and again working in two teams which were mixed from all the different business areas, it allowed individuals to put a name to a face and get to know others from other departments, which ultimately breaks down barriers and aids communication within the business.
Add People now have HR in place through various initiatives and they are now improving their employee wellbeing. Intiatives e.g. fruit trial to encourage staff to eat more fruit. Money donated for the fruit was given to the nominated charity CAFT. Offering advice on giving up smoking, communications,, Cycle To Work Scheme, enhanced company Sick Pay Policy.
At ACPO Criminal Records Office, when staff return after a long period of sickness, they refer them to Occupational Health. For any staff who disclose they have problems at home that may impact their work, the organisation offers them the assistance of the Employee Support Line. Where necessary, they also make reasonable adjustments to enable them to work effectively.
At ACPO Criminal Records Office, when staff return after a long period of sickness, they refer them to Occupational Health. For any staff who disclose they have problems at home that may impact their work, the organisation offers them the assistance of the Employee Support Line. Where necessary, they also make reasonable adjustments to enable them to work effectively.
The organisation allows all employees to take 2 days per annum to volunteer for local community projects. ACPO has assisted the local school with their reading and core skills programme, they have cleared areas of scrubland and have worked in nature reserves and planted trees. This is an extremely valuable experience for staff and ensures that the organisation gives back to their local community.
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