State of Engagement 2026 Report |
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In 2018, the company sponsored the Essex & Herts Air Ambulance Trust (EHAAT), holding various fundraising activities to raise money for the charity. Activities included taking part in a Tough Mudder race, holding a sponsored walk and organising a cake sale.
All managers that attend leadership training have a follow-up meeting to agree a development plan with their line manager. This is reviewed alongside their objectives from their annual review to ensure they are on track and working towards the same vision.
In 2018, the company sponsored the Essex & Herts Air Ambulance Trust (EHAAT), holding various fundraising activities to raise money for the charity. Activities included taking part in a Tough Mudder race, holding a sponsored walk and organising a cake sale.
Last year, Dalcour Maclaren chose the Alzheimer's Association for their annual charity fundraising programme, raising more than £27,000. All employees were given the option to take half a day off work to volunteer in their local communities.
The company introduced a flexible working policy in response to employee feedback. This has been a very popular addition to their working practices, as it is helpful for staff with external domestic commitments, such as children and pets.
Last year, Dalcour Maclaren chose the Alzheimer's Association for their annual charity fundraising programme, raising more than £27,000. All employees were given the option to take half a day off work to volunteer in their local communities.
New employees get one-to-one meetings with the CEO and senior management team, and get support from a more experienced colleague. Employees are encouraged to develop leadership skills through shadowing, while the ‘25 ways to say thank you' scheme rewards staff with random gifts and team lunches.
New employees get one-to-one meetings with the CEO and senior management team, and get support from a more experienced colleague. Employees are encouraged to develop leadership skills through shadowing, while the ‘25 ways to say thank you' scheme rewards staff with random gifts and team lunches.
A birthday afternoon tea with senior managers to improve communication has bred trust and connected employees to the overall vision of the organisation. One day a month, senior management work from different sites, which increases engagement between employees and makes the senior team more approachable.
Their focus is on their communities, and colleagues have been involved in the development of allotments, vegetable growing schemes, wild-life gardens and Britain in Bloom. They also launched their Cleaner Greener project with the aim of promoting wellbeing and healthy living for residents.
Their focus is on their communities, and colleagues have been involved in the development of allotments, vegetable growing schemes, wild-life gardens and Britain in Bloom. They also launched their Cleaner Greener project with the aim of promoting wellbeing and healthy living for residents.
Their approach to improving team interaction and communication is to offer a wide range of opportunities, projects and teams that colleagues from across the organisation can get involved in. One example is Gateway Voice, which is their new employee forum to discuss employee-related matters.
Communicorp UK's Leadership Academy is designed to grow managers of all levels. There are currently 30 managers enrolled on the programme working to achieve their personal development goals with the help of a sponsor.
Their ‘Personal Best' process enables employees to create a year-round plan with clear and specific goals for their role and career. They link short and mid-term goals to their learning hub and specific learning programmes to help staff achieve and succeed in their roles.
Mark Lee is a hands-on leader, moving between Communicorp UK's nine locations and attending local team meetings every week. Mark also leads a call with every manager from across the business to give an update and hear progress and priorities from all business areas.
Over the last 12 months, CCFS have rewarded employees for their efforts by providing food to celebrate key business achievements. At Christmas they provided a bottle of wine and a personalised company annual of 2018 for all staff, as well as a fully funded annual Christmas party.
Over the last 12 months, CCFS have rewarded employees for their efforts by providing food to celebrate key business achievements. At Christmas they provided a bottle of wine and a personalised company annual of 2018 for all staff, as well as a fully funded annual Christmas party.
The company aims to make a positive contribution to the community by bringing jobs to local people, supporting and encouraging employees to become involved in community activities and events, and identifying a local charitable cause to support each year.
Buckingham Group consider employee development an integral part of the business's success, offering many initiatives, including apprenticeship and trainee programmes, personal progress reviews (PPRs), NVQ support, e-learning, and leadership, operations and future forums.
Buckingham Group have a genuine flat management structure, with the senior management team taking an active, hands-on role in the day-to-day management of the business. They engage openly with staff at every level of the organisation on a daily basis.
Alongside providing competitive market salaries and benefits, Buckingham Group operate a staff bonus scheme linked directly to company profit and to personal performance. When company profits exceed the profit used for the calculated bonus payments, top-up payments are made.
BMJ have a STAR award system where any employee can nominate another employee for going above and beyond. Awards are worth £150, £100 or £50 for individuals and £35 per team member for nominated teams.
This year the company continued with the summer working hours scheme, which meant that staff can work additional hours during their working week to earn an extra half day off a week, or an extra full day off every two weeks.
BMJ have a STAR award system where any employee can nominate another employee for going above and beyond. Awards are worth £150, £100 or £50 for individuals and £35 per team member for nominated teams.
As the company is founded and run by three friends, people are at the heart of the business and one of their goals is to provide as much opportunity to progress within the company as possible, whatever the employee's background might be.
Wellbeing is an important focus of monthly one to-one conversations with line managers, in which staff can talk about management and personal issues, as well as working relationships and workload.
Wellbeing is an important focus of monthly one to-one conversations with line managers, in which staff can talk about management and personal issues, as well as working relationships and workload.
Their induction programme is based around their principles and values and is delivered by an external training consultancy to all new team members. The practice's mission is on every poster, business card, job advertisement and other marketing materials.
Tim has a strong belief in the principles of White Cross Vets. He always listens to ideas and suggestions and welcomes every new member of the team on their first day. Each year, he organises a mystery day out to thank the support office team for their hard work.
The Annual Congress brings the whole company together for three days. The theme for 2017 was ‘Learn, Make Friends, Have Fun' and included an awards dinner and ‘Medieval Mayhem' teambuilding session.
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