Exceptional performance is always recognised at PPS. They have introduced a flexible benefits system which allows staff to buy pension, private health insurance or extra holiday.
All PPS employees are able to take a month long, fully paid sabbatical when they have been working for the company for more than 3 years.
Managers who are just about to make the step up to managing teams are sent on a structured training programme, Future Account Director training, to equip them with the skills they will need.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group offer flexibility in working hours negotiated with each employee. There is a Family friendly policy in place covering care for dependent relatives. Access to in-house medical and nursing staff for advice and counselling as well as employee assistance programme.
NCSoft participate in annual industry salary surveys to ensure employees are receiving a fair deal.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
Millgate Homes have away days, departmental dinners, free bar at local hostelry every Friday evening. They also provide annual bonus payments.
Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.
Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.
MD Insurance develop their managers through mentoring and coaching feedback sessions as a group and 1 to 1, as well as open forums and ideas input meetings.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees participate in local community events such as 'Leominster in Bloom' or other initiatives which are aimed at enhancing the environment. Support is given to local charitable projects, such as installing a new servery area for a youth project, free of charge.
Employees receive one to one coaching. Sponsorship is given to employees to study towards NVQs in relevant courses to support development of appropriate skills.
The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.
The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Jones Lang LaSalle have in place a fully comprehensive training programme for new and existing line managers, providing core line management training skills.
Directors are approachable, understanding and have a level of integrity that staff aspire to. At their Annual Practice Meeting they have a part of the meeting dedicated to "Ask the Directors". Questions are taken from the floor (with no prior coaching or prompting) and the Directors have to answer these questions truthfully and accurately. The questions range from business-related and strategic topics to humourous matters!
There is a dedicated team in place for managing the Training and Development aspect of the business. Staff workload is managed efficiently and accurately to ensure staff get the balance and variety of projects such that their technical skills and soft skills are developed to their full potential
Staff are rewarded with a comprehensive benefits package and remuneration so the individual feels he/she is financially rewarded and empowered. Staff are provided with stimuating, varied and challenging work so motivation levels are always maintained
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Ipswich Town Football Club make a difference in the local community by supporting many local charitable projects. Last year they responded to 1200 requests as well as giving specific support to their three named charities. Their Community Trust department reaches approximately 70,000 children a year through its coaching courses and educational programmes.
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Innospec recognise that their people are their most important asset. Without their drive, commitment and enthusiasm they will not be able to achieve their strategic goals. They acknowledge this fact by putting people at the heart of our company principles, alongside innovation, customer focus and sustainable development.
Innospec reward both personal and company performance. Managers can reward employees on an individual basis for their efforts e.g. they may be given a bouquet of flowers, dinner at the company's expense or invited to attend the annual industry dinner in London.
Innospec reward both personal and company performance. Managers can reward employees on an individual basis for their efforts e.g. they may be given a bouquet of flowers, dinner at the company's expense or invited to attend the annual industry dinner in London.
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
The company focused on supporting 2 charities last year, a local hospice charity and a national children's charity. Hotelscene organised a wide variety of events to raise money and everything raised by employees is doubled by the business.
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
HEAT devote the month of February to raising awareness of specific health issues and bringing a range of free services to employees. The programme includes cardiac risks factor tests, a chiropody clinic, eye testing, hearing tests, Indian head massage and an open surgery with the company doctor.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
The company encourage managers to give members of their teams positive feedback for work they have done well and to share successes both within and outside their teams. They operate a merit point system which is linked in to the annual performance appraisals.
All staff at Four work in close knit client and practice teams every day. The company also conduct team building training and have weekly and monthly social events across the year.
Four is a fast growing company which depends entirely on the excellence and motivation of its staff. They train staff, ensure that they have clear goals and career opportunities and encourage them to contribute and develop personally as well as professionally.
All senior managers including the CEO are very hands on and work directly as part of the team. Staff meetings are held every month and senior staff regularly lead the social and professional interaction with staff for example, by delivering training.
FD are always looking for ways they can improve their approach to employment. Their values help them focus their attention on how they can work better together to drive the business forward.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
Introduction of all new employees to senior management team, quarterly lunch meetings by individual business directors and an open door policy.
The company is based on four pillars (Innovation, Investment, Inclusion and Internationalisation). These are driven by working groups which are responsible for delivery as well as policy development. All employees, regardless of seniority or discipline, are encouraged to play an active part in any of the groups they choose.
EA Technology Limited supports local communities including charities, schools and colleges.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Balanced lifestyle workshops are run for employees to provide awareness around issues of balancing work and home life and the flexible working package helps employees to do this. They also offer every employee and their immediate family free access to ICAS, a well being provider.
CNP offers a professional environment where employees can develop with the growth of the company, continue to expand their knowledge and achieve their aspirations within their given career path. Responsibility is given to the employee to manage their own workload and they receive continuous training and development.
Hard work is recognised and rewarded on individual merit through rewards offering numerous benefits. Good performance is identified through Performance Appraisals and discretionary non-contractual bonuses and area promotions are used as rewards.
Sports Club membership to the value of £480 per annum is available to all employees and CNP operate a Cycle to Work Scheme.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET provide tailored development plans for their key talent using a competency framework. The focus is on career goals; where the employee is now; where they need to be; the gap in terms of competency and skill set and the training and development needed to help get them there.
They have introduced 100% Cedar Wellbeing, offering heavily discounted alternative therapies and ways of promoting personal growth in the workplace. The scheme arose spontaneously in response to employee suggestion.
Beyond the normal training budget Cedar try to organise masterclasses and coaching events in Cedar to help enhance employees' skills. They've had senior individuals from the sales, journalism and management worlds come in to talk to people in an informal setting.
British Credit Trust recognise employees through special awards. People can be nominated by their fellow colleagues and every quarter the person with most nominations wins £250.
All new starters at British Credit Trust have lunch with the Chairman and the CEO. The leadership team also hold ‘town hall' communications and regularly undertake floor walkabouts.
All new starters at British Credit Trust have lunch with the Chairman and the CEO. The leadership team also hold ‘town hall' communications and regularly undertake floor walkabouts.
bptw updates on projects and events are regularly published on their daily news page and senior staff make a point of congratulating the team involved. In addition, the weekly team meetings allow for discussion and praise.
bptw have committed at least 1% of their profit to charities nominated by staff on an annual basis. In addition, they encouraged and sponsored staff and clients to take part in a number of charity events and their team collected the most sponsorship in this years Butlins Swimathon.
bptw updates on projects and events are regularly published on their daily news page and senior staff make a point of congratulating the team involved. In addition, the weekly team meetings allow for discussion and praise.
Black & Decker hold annual Excellence Awards for outstanding performance. Winners and their partners attend the fully-funded global "Circle of Champions" trip to the Caribbean. Employees must have clearly demonstrated that they live the values of the organisation as well as excelling in their job performance.
Black & Decker hold annual Excellence Awards for outstanding performance. Winners and their partners attend the fully-funded global "Circle of Champions" trip to the Caribbean. Employees must have clearly demonstrated that they live the values of the organisation as well as excelling in their job performance.
Each year Black & Decker conducts an Organisation Review in which the company considers the current and future capabilities of the business from a people perspective, focusing on developing our own talent and carving career paths. Requirements from this lead directly into Learning and Development programmes and workshops, and also into projects to give individuals the experience they need to prepare them for their next role
Fox Murphy are committed to providing pro bono marketing to approximately 30 charities who ordinarily couldn't afford it. They also have a volunteer programme which was proposed and is run by 2 members of staff with delivery supported by the entire agency.
Fox Murphy are committed to providing pro bono marketing to approximately 30 charities who ordinarily couldn't afford it. They also have a volunteer programme which was proposed and is run by 2 members of staff with delivery supported by the entire agency.
The senior managers of Fox Murphy disseminate operational issues to staff in an upbeat monthly newsletter. In addition, the company's comprehensive induction programme includes all directors and senior managers within the business.
Aylesworth Fleming hold company meetings twice yearly where company achievements are discussed and the whole company attends and enjoys lunch together. Departmental meetings are also held whereby teams talk through their issues and successes.
Aylesworth Fleming hold company meetings twice yearly where company achievements are discussed and the whole company attends and enjoys lunch together. Departmental meetings are also held whereby teams talk through their issues and successes.
Managers at Aylesworth Fleming are trained by a private company, who know the company culture and can implement their management requirements.
Arram Berlyn Gardner's Partners and Managers are encouraged to say 'well done' and provide feedback. Employee salaries and bonuses are also very competitive.
Arram Berlyn Gardner always take part in National charity events such as Children in Need. They are also considering volunteering work with a local charitable organisation, which will link with the staff development programme.
Arram Berlyn Gardner's Partners and Managers are encouraged to say 'well done' and provide feedback. Employee salaries and bonuses are also very competitive.
A monthly internal newsletter, The Armstrong Grapevine, provides an update on revenues targets and company news. A Staff Forum takes place every 6-8 weeks with a representative from each department and no line managers - all feedback is considered by the Board. An anonymous online noticeboard area is available for staff to air problems and to make suggestions for change.
Armstrong have frequent departmental and company-wide socials and team-building activities such as go-karting. They work in an open plan office environment and monthly internal newsletters provide an update from all departments including staff news such as new babies, weddings, new staff and achievements.
Armstrong have frequent departmental and company-wide socials and team-building activities such as go-karting. They work in an open plan office environment and monthly internal newsletters provide an update from all departments including staff news such as new babies, weddings, new staff and achievements.
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