In all of their company meetings the Executives and senior management invite questions throughout, so as to ensure employees are fully aware of everything happening within the company. All employers and leaders are in an open plan office. All leaders are approachable and welcome any interaction. They have employee dinners with update presentations; they also have various adhoc presentations, and team meetings and lunches where senior management attend. As they have an open door policy, if anyone has anything they would like to discuss with him they may and he regularly encourages dialogue with all of their staff. He regularly interacts with all staff, socially and at work. They often attend many of the "fun" functions they hold.

Once a month they wear jeans to work and a donation is made to an employee nominated charity, which can be charities that their employees have a personal involvement with. The organisation use a company called Carbon Neutral to offset their carbon usage. They have paper and cardboard recycling with Shred-it who replant how ever many trees worth of paper they recycle. They have a company allotment, where employees can grow vegetables. They believe that all of the areas described above make them a sustainable company. They have frequently supported Heathrow Special Needs Farm and worked with them for 2 years in their local community which is part of the Business in the Community (BITC) Group.

The CEO runs face to face quarterly updates including a Q&A session and writes a weekly 'Wow, what a week' update, that is sent to all employees. He has an identical desk to the rest of the employees and is approachable. He actively engages with team members and gets involved with events including triathlons and sponsored runs.

Flexibility is one of the company's core values and has been since its inception. They always try to accommodate part-time, home and out-of-hours working requests. Prosource.it are supportive of career breaks to care for the family, personal or professional development, working abroad, travelling or voluntary work.

All employees receive development in the form of training days, workshops, 121 sessions, mentoring, shadowing, coaching and professional qualifications. Annual appraisals are held with each employee to discuss strengths, development areas and aspirations for the future. The details are linked in with the company strategy and regularly assessed to ensure all employees are working in a role that maximises their talent.

Managers at Personnel & Care Bank are given the autonomy to manage their branches ensuring that their teams are included in decision making, gaining buy in at every level. They are supported with both external and internal coaching and training in Neuro Linguistic Programming via an external practitioner.

The leader and senior managers of the organisation interact with employees through a regular newsletter that is published on a quarterly basis, all directors and senior managers operate an open door policy and employees are reminded of this at the employee forums.

The organisation focuses on the management of employee's performance and ensuring that their rewards adequately reflect their efforts. In addition however they run two all employee events per year as a thank you from the company. They have a Summer Party where all employees and their families come along to have food and be entertained and they also have a fantastic Christmas Party for employees and guests where they provide entertainment and food. These events are valued by their employees. In there PaceSetter magazine they recognise individual efforts by employees either inside or outside of work.

The organisation focuses on the management of employee's performance and ensuring that their rewards adequately reflect their efforts. In addition however they run two all employee events per year as a thank you from the company. They have a Summer Party where all employees and their families come along to have food and be entertained and they also have a fantastic Christmas Party for employees and guests where they provide entertainment and food. These events are valued by their employees. In there PaceSetter magazine they recognise individual efforts by employees either inside or outside of work.

There are internal awards given to employees to recognise their contributions. Such awards include the Considerate Constructor Award, the Improving Client Experience Award and the Exceptional Client Experience Award. Loyalty and commitment is also recognised and there are long service awards for those who have been with the company ten years, and then every ten years after that. Instant recognition includes meals and drinks on completion of projects as well as vouchers for employee's birthdays.

Minivator is fully supportive of its employee's commitment to charity and aims where possible to match funds raised. For example, in support of Children In Need, they matched what was raised through a book, DVD and CD sale. As an organisation, they try to recycle and reuse wherever possible, recycling paper, cardboard and metals for example.

A recent team building event at MCBD was an all agency meeting where changes to staff policies and agency life were communicated along with the management restructure, office refurbishment and their new branding and mission statement. The event was followed with a party.

A recent team building event at MCBD was an all agency meeting where changes to staff policies and agency life were communicated along with the management restructure, office refurbishment and their new branding and mission statement. The event was followed with a party.

The leader and senior management team participate in all company social functions and these gatherings and events provide a valuable opportunity to chat with staff informally. There are quarterly company update meetings that take place off site for all employees. All managers also work alongside their teams in an open plan office and the directors have an open door policy. They also encourage and support staff development, provide open and honest communication, and drive a culture of delivering outstanding service and ambition for future success and prosperity.