State of Engagement 2026 Report |
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Edwards Lifesciences have a collaborative incentive scheme whereby all employees work towards set goals which are cascaded through the organisation. This is linked to the e-performance system and people are awarded between 5% and 15% of their salary.
The company has introduced a range of initiatives for employee engagement, including enhanced long service awards, a coffee club, increased communications and mindfulness sessions for all office-based staff.
The company has introduced a range of initiatives for employee engagement, including enhanced long service awards, a coffee club, increased communications and mindfulness sessions for all office-based staff.
The senior management team go over and above their job requirements to ensure that everything runs smoothly in the business. CEO Lorna engages with the team daily via email or phone call and operates an open-door policy to ensure that everyone can speak to her if they need to.
To ease workplace stress, the company encourages breaks to be taken at regular intervals. Additionally, a mental health policy is in place and a team of sourced councillors are on hand for staff who require extra support.
To ease workplace stress, the company encourages breaks to be taken at regular intervals. Additionally, a mental health policy is in place and a team of sourced councillors are on hand for staff who require extra support.
To monitor engagement levels on a weekly basis, the introduction of charity, fun and wellness groups has given employees the chance to take part in something that has a big impact on their engagement levels at work.
Datto actively support a range of charities through company fundraising initiatives, which have included a charity car wash, raffles, sporting activities, and much more.
Employees are able to submit recognition shout-outs to other employees, which are then displayed on the internal intranet page. Each year, one winner is chosen to receive a bonus and a trip to the annual conference in America.
To ensure the wellbeing of employees, Content and Code hire a massage therapist to come into the office every three weeks. Team members are also encouraged to talk to their line managers, who make sure they have regular one-to-ones with their team members.
As part of learning and development incentives, Content and Code award cash bonuses to employees who successfully complete Microsoft Competency exams.
To ensure the wellbeing of employees, Content and Code hire a massage therapist to come into the office every three weeks. Team members are also encouraged to talk to their line managers, who make sure they have regular one-to-ones with their team members.
Typically, a leader will be present at the start of each school day to welcome children as they enter the school, pass on any important notes or messages and allow staff to approach them about any matters.
Canary Wharf College's principles are communicated to new employees through an extensive induction programme, including sessions on the history and ethos of the organisation. They also have staff meetings at the beginning of each term to reinforce the vision and values of the college.
The college supports employees from different and varied roles to obtain qualifications to develop themselves. For example, they supported teaching assistants to obtain teaching qualifications and teachers to obtain leadership qualifications.
The company has been trialling aluminium straws at their restaurants and look to roll this out so they can be 100% plastic free across all sites. Most recently, one site has started producing its own herbs and vegetables, helping to reduce carbon emissions.
Cambscuisine have recently partnered with Greener Growth, who have re-designed the restaurant gardens to enable the growing of produce on site. Ingredients such as rhubarb, redcurrants, herbs, spring onions, spinach, peas and fennel are now hand-picked every day.
The company has been trialling aluminium straws at their restaurants and look to roll this out so they can be 100% plastic free across all sites. Most recently, one site has started producing its own herbs and vegetables, helping to reduce carbon emissions.
The senior management team publish their personal objectives for all employees to see. They also published the behaviours they are working on as individuals and these can be found framed and hanging on the wall in the office.
To highlight the culture they want to achieve and maintain, the company created their six behaviours with help from employees. These include: Show the Love, Only Accept Awesome, I Got This, Do What Scares You, Tell It Like It Is and Open Up & Listen.
The senior management team publish their personal objectives for all employees to see. They also published the behaviours they are working on as individuals and these can be found framed and hanging on the wall in the office.
The workforce is either based at the company's HQ or at one of up to 20 construction sites in the south east. Every staff member meets socially at least twice a year and all staff are given the option of using free taxis to get home no matter where they live.
All staff appraisals have a section where they are asked to provide examples of their performance that relates to the Company Values. Staff have a guide based on the ‘Values' workshop to remind them how they might live the values.
Bugler have helped the Peace Hospice throughout the year through fundraising activities. Staff have volunteered to participate in a 5K obstacle run, abseiling down one of Watford's highest buildings and a charity golf day.
BMB are committed to minimising their environmental impact and to achieve this they promise to review their environmental performance annually, communicate their environmental policy to staff and communicate the importance of environmental issues.
Creative breakfasts are an opportunity for people to get together and share what inspires them and excites them. The breakfast is open to all and helps people avoid getting too focused on their work and repeating themselves.
Creative breakfasts are an opportunity for people to get together and share what inspires them and excites them. The breakfast is open to all and helps people avoid getting too focused on their work and repeating themselves.
They used the area of weakness ‘I have hidden talents which are not recognised by my employer' as the theme for their staff away day. From this, management have agreed to focus more on internal promotions and publicise internal promotions within the BWB news.
60% of Bates Wells work is for charities and not-for-profit organisations. The company regularly encourages employees to become charity trustees, holding 100 trusteeships and giving paid time off to employees for their charitable services.
60% of Bates Wells work is for charities and not-for-profit organisations. The company regularly encourages employees to become charity trustees, holding 100 trusteeships and giving paid time off to employees for their charitable services.
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