State of Engagement 2026 Report |
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Senior management are appraised against a defined set of leadership principles. They are expected to be visible role models, displaying passion, honesty and accountability. They take part in activities such as tree planting and sailing voyages and take a leading role in the ‘New Year Honours'.
The organisation is proud to ‘grow' its own talent. Managers use feedback from partners and commissioners, service reviews, internal audits, risk analysis and outcomes to identify learning needs. Senior managers are visible and attend roadshows in the spring. Staff who do well in appraisals get incremental pay rises.
The organisation is proud to ‘grow' its own talent. Managers use feedback from partners and commissioners, service reviews, internal audits, risk analysis and outcomes to identify learning needs. Senior managers are visible and attend roadshows in the spring. Staff who do well in appraisals get incremental pay rises.
The company strive for sustainability in everything they do, from the way employees act to the way they work. Their core values are a promise of how they treat the earth, nature and other people.
Each year team members from across the organisation take on the Dragon's Glen, an entrepreneurial challenge designed to help raise funds for children's charity Children 1st. The team wrote a cookbook that featured recipes from different team members, raising £11,500.
People's Postcode Lottery offer employees access to private healthcare, which provides support with physical and mental health, including access to counselling and CBT. They also offer a free employee assistance programme that includes telephone and face-to-face counselling.
All new employees are given a copy of a document "A Warm Welcome to Pact", written by the Chief Executive, which sets out the mission, vision and values of the company. They also participate in a two-day foundation training course led by senior managers.
The senior leadership team visits projects across the country to see first hand the organisation's values in operation. Staff are encouraged to get involved in the running of the organisation through participation in working groups, quality groups and consultations.
The senior leadership team visits projects across the country to see first hand the organisation's values in operation. Staff are encouraged to get involved in the running of the organisation through participation in working groups, quality groups and consultations.
OEE Consulting offer monthly sales awards voted for by the whole company, as well as an annual top three ranking of memorable and unique staff contributions moments that are showcased at the Christmas party. Winners receive prizes to show the company's recognition of their efforts.
OEE Consulting offer monthly sales awards voted for by the whole company, as well as an annual top three ranking of memorable and unique staff contributions moments that are showcased at the Christmas party. Winners receive prizes to show the company's recognition of their efforts.
OEE Consulting offer monthly sales awards voted for by the whole company, as well as an annual top three ranking of memorable and unique staff contributions moments that are showcased at the Christmas party. Winners receive prizes to show the company's recognition of their efforts.
The company's core values are Customers First, Valuing Everyone, Delivering Excellence, Continuous Improvement, Value for Money and Sharing Information. Senior management lead by example, lobbying government, developing innovative financial modelling and leading the set-up of an efficiency framework.
The company's core values are Customers First, Valuing Everyone, Delivering Excellence, Continuous Improvement, Value for Money and Sharing Information. Senior management lead by example, lobbying government, developing innovative financial modelling and leading the set-up of an efficiency framework.
Agile working is enhancing staff wellbeing. With multiple bookable desks at sites across the district, staff can reduce their travel time. Other practices include Workplace Stress Risk Assessment, flexible working, workload discussions and access to free confidential counselling.
The Trust aspire to look after special places forever, for everyone. With a diverse workforce, they strive to innovate to communicate this. They communicate their People Strategy and Values under the banner ‘You are the National Trust', making their staff the heroes of communication.
Managers must attend the Great People Management Programme, introducing a range of excellent performance-management techniques, processes and tools. The Future Engage Deliver programme is a three-month modular programme developing a common language of what leadership means.
Innovation within the organisation contributed to them winning Best Not-For-Profit Team and Best Intranet at the Institute of Internal Communications Awards. Managers get a monthly toolkit of core messages they tailor to their teams, while the annual visitor experience awards celebrate the year's most inspiring work.
NAH's people have an active role in the business - from open and honest conversations with their Chief Executive Officer, to the opportunity to provide ideas and feedback. Based on the business achieving its profit targets, employees can receive an additional two weeks' pay.
NAH introduced mental health first aiders to ensure colleagues have a safe place to discuss mental health issues, including stress, anxiety and depression. Additionally, they have a mental health pack, which helps start conversations between staff and line managers.
As part of their values-based recognition, NAH award colleagues who have demonstrated their continuous commitment to the company's values with a £250 scholarship. This can be used to develop themselves in whatever way they wish.
To ensure everyone feels part of a team, they host ‘Speed Dating' events - opportunities for staff and volunteers to meet others across the organisation with themed chats in pairs or small groups every six months at all team meetings.
To ensure everyone feels part of a team, they host ‘Speed Dating' events - opportunities for staff and volunteers to meet others across the organisation with themed chats in pairs or small groups every six months at all team meetings.
Their values are grounded in their work, to be human, future-minded and to make things happen. Certificates of Achievement are awarded to staff who demonstrate these values in their behaviour, attitude and achievements.
The company provide an annual BUPA health check for all members of staff, and employees are aware the business operate a simple open-door policy, providing discretion on all matters, to ensure their wellbeing remains a priority.
Matrix Networks look to promote a safe working environment for all staff through the continued development of safe-working practices. Employees are also encouraged to develop in line with company objectives.
The company provide an annual BUPA health check for all members of staff, and employees are aware the business operate a simple open-door policy, providing discretion on all matters, to ensure their wellbeing remains a priority.
The brand is dedicated to sustainable working and has joined the New Plastics Economy Global Commitment, which places the business among the front runners in the shift towards a circular economy for plastics.
The brand is dedicated to sustainable working and has joined the New Plastics Economy Global Commitment, which places the business among the front runners in the shift towards a circular economy for plastics.
The brand is dedicated to sustainable working and has joined the New Plastics Economy Global Commitment, which places the business among the front runners in the shift towards a circular economy for plastics.
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