State of Engagement 2026 Report |
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The John West offices promote recycling both at work and at home. Their House committee lead on these initiatives and have sent out communications in the past and clearly label all bins to ensure appropriate recycling is done.
The cheque book reward system means that team members are given 10 cheques each. Each cheque equates to a £5 voucher to spend at various retailers. John West encourage Crew to give cheques to their colleagues when they have supported them as a way to say thanks as well as recognising them for good work.
The John West offices promote recycling both at work and at home. Their House committee lead on these initiatives and have sent out communications in the past and clearly label all bins to ensure appropriate recycling is done.
The Jellyfish Senior Management Team demonstrate their commitment to the values and principles of the organisation by living their Core Values and challenging any behaviours that go against these.
The Jellyfish Senior Management Team demonstrate their commitment to the values and principles of the organisation by living their Core Values and challenging any behaviours that go against these.
Jellyfish introduced a matrix of 'Personal Value Elements' to employees. These elements outlined the skills, behaviours and cultural characteristics employees could and should look to develop as they grow within their role and their career as a whole.
The firm work in an open plan office and the leaders, partners, senior management and staff all share the same space and services. The Chairman is as accessible as the Junior Operations team.
The firm work in an open plan office and the leaders, partners, senior management and staff all share the same space and services. The Chairman is as accessible as the Junior Operations team.
The firm work in an open plan office and the leaders, partners, senior management and staff all share the same space and services. The Chairman is as accessible as the Junior Operations team.
Invest Northern Ireland's Recognition Scheme has been in place for 6 years and is driven by a range of staff from across the organisation who make up the Employee Recognition Steering Committee. The Committee review all applications for recognition to identify members of staff who have been an exemplar of the corporate values with either customers or their colleagues.
Through the provision of a 'Cycle to Work Scheme', a walking club, and staff volunteering, Invest Northern Ireland support colleagues in adopting both better physical and mental health.
There are a number of clear processes available to help managers make informed decisions about particular areas. These processes and guidance documents are all available on the intranet and in the staff handbook.
3% of the company's profits are pledged to charitable causes, doing so through Intouch Global Foundation (IGF), a registered charity whose remit is to provide tailored guidance and financial support to selected organisations and projects.
3% of the company's profits are pledged to charitable causes, doing so through Intouch Global Foundation (IGF), a registered charity whose remit is to provide tailored guidance and financial support to selected organisations and projects.
Offices are designed to be open plan and incorporates several comfortable break out spaces to encourage face-to-face communication.
Directors are encouraged to make decisions that are not only fair and in line with the needs of their people, but also by assessing which clients they choose to work with.
Directors are encouraged to make decisions that are not only fair and in line with the needs of their people, but also by assessing which clients they choose to work with.
Directors are encouraged to make decisions that are not only fair and in line with the needs of their people, but also by assessing which clients they choose to work with.
iHASCO have trained Mental Health First Aiders available to all staff. They are available to talk to during working hours and offer somebody to listen to.
iHASCO's 12 week induction for new starters includes the completion of an organisation map to ensure they get to meet everyone else. It also includes spending time working alongside those in other teams.
iHASCO's 12 week induction for new starters includes the completion of an organisation map to ensure they get to meet everyone else. It also includes spending time working alongside those in other teams.
ID Medical have invested continually in their Learning & Organisational Development programmes to ensure employees can build a career to triumph their personal goals and by having a designated learning and development team, they can teach employees both practical and technical skills.
The Executive Board meet monthly for structured meetings around the strategy of the business. They demonstrate their commitment to the business values by working on the sales floor to truly stay close to the day to day of the business.
ID Medical encourage team interaction and ask employees to give feedback to the directors and management. Every director and senior manager works in and with their teams to actively embed new ideas and offers employees the chance to deliver their strategy.
Leaders are accessible and interact with colleagues on a day to day basis. The Iceland Directors all take part in monthly 'Our Business' meetings held in each Head Office department.
Leaders are accessible and interact with colleagues on a day to day basis. The Iceland Directors all take part in monthly 'Our Business' meetings held in each Head Office department.
In January 2018, Iceland became the first supermarket in the world to pledge to remove plastic from all own label packaging by the end of 2023.
Hurst provide employees with e-learning tools, external coaching and mentoring, job shadowing and paid time off for study.
To bring everyone together, Hurst organise an annual Summer BBQ and an annual Christmas party.
Hurst pay performance related bonuses on a quarterly basis, which has proved more effective than an annual one.
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