State of Engagement 2026 Report |
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S&G Response believe in giving back to local charities and focus on children, the elderly and families in living in poverty. Employees are encouraged to collect non-perishable foods which are then donated to a local food bank.
S&G Response have bespoke manager training on basic skills, conducted externally by a training provider Lamont Jones. This includes all people management policies and procedures and soft skills development for bringing out brilliance in their teams.
S&G Response have bespoke manager training on basic skills, conducted externally by a training provider Lamont Jones. This includes all people management policies and procedures and soft skills development for bringing out brilliance in their teams.
RRG offer state of the art training facilities at a dedicated Learning & Development Academy at one of the RRG Centres in Stockport which is available to all employees.
RRG offer state of the art training facilities at a dedicated Learning & Development Academy at one of the RRG Centres in Stockport which is available to all employees.
The leader ensures they make regular site visits, and is visible and open to suggestions from all employees.
The hotel is deeply committed to training young and disadvantaged people in the hospitality industry, and so partnered with The Clink Charity, a prisoner and young-offender rehabilitation initiative.
The hotel is deeply committed to training young and disadvantaged people in the hospitality industry, and so partnered with The Clink Charity, a prisoner and young-offender rehabilitation initiative.
On their first day, new team member's will have breakfast with their Senior Manager and other new starters to ensure a personalised welcome before they go on their first 'Welcome Day'.
RMP do performance reviews every 4 months for everybody in the business. As part of this, the manager's manager will asses them on their performance as both an employee and as a manager.
The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.
The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.
Peldon Rose have introduced a battery recycling programme and recycling bins on every floor of the building. They have all been introduced and led by employees.
Peldon Rose communicate the business purpose and mission through the annual Kick Off event. Kick Off serves as a way to unite the entire business at the beginning of the financial year. This is where the Leadership Team can signpost for the year ahead and celebrate achievements from the year gone.
Peldon Rose communicate the business purpose and mission through the annual Kick Off event. Kick Off serves as a way to unite the entire business at the beginning of the financial year. This is where the Leadership Team can signpost for the year ahead and celebrate achievements from the year gone.
The CEO sends a weekly all company email updating on the different areas of the business. They use this platform to discuss successes and challenges faced.
All employees are provided mugs and water bottles as standard when they join to cut down on plastic and paper waste, as well as providing water and teas/coffee and milk to avoid need to purchase beverages outside of work.
The CEO sends a weekly all company email updating on the different areas of the business. They use this platform to discuss successes and challenges faced.
Future staff are given access to the HR system to complete all their paperwork before they join. They can also see who is working in their team and updates are put on their regularly as to things that are happening within the firm.
Future staff are given access to the HR system to complete all their paperwork before they join. They can also see who is working in their team and updates are put on their regularly as to things that are happening within the firm.
Nockolds offer part-time working for all staff regardless of circumstances. They have flexible start and finish times so that staff can arrange their work around their personal commitments.
The Management Development Academy is run in cohorts which are chosen so that participants have similar levels of seniority and share challenges but come from different teams across the business. This is done so that the participants develop a network across the business that operates after the course is completed.
The Management Development Academy is run in cohorts which are chosen so that participants have similar levels of seniority and share challenges but come from different teams across the business. This is done so that the participants develop a network across the business that operates after the course is completed.
Everything MVF do is underpinned by their 6 core values. These values are not owned by the People Team but by the Senior Leadership who live and breath these values everyday.
On a daily basis the leader walks the office floor, engaging with all staff to take a genuine interest in their work and wellbeing. They have an open door policy and employees are free to meet with them to discuss any issues or suggestions.
MSL have ISO 14001 accreditation and are committed to minimising the impact of their business activities on the environment. This includes the responsible disposal and recycling of waste from customer's sites arising from maintenance works carried out.
On a daily basis the leader walks the office floor, engaging with all staff to take a genuine interest in their work and wellbeing. They have an open door policy and employees are free to meet with them to discuss any issues or suggestions.
Mount Anvil are transparent in communications to their teams, giving the relevant context to business decisions. Their leaders share notes of their meetings on the company's intranet to provide transparency of business decisions.
Rather than structured Learning and Development pathways, Mount Anvil focus on truly allowing people to lead the way in terms of their own development. Teams proactively organise activities to support knowledge share, and cross-functional training is regularly organised.
Rather than structured Learning and Development pathways, Mount Anvil focus on truly allowing people to lead the way in terms of their own development. Teams proactively organise activities to support knowledge share, and cross-functional training is regularly organised.
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Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.
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