What are companies doing with regards to 'Leadership'

The company intranet holds a wealth of information and guidance about healthy eating to promote a healthy workforce. Employees are given free flu jabs each year.

The senior management team conduct monthly face to face meetings with their teams ensuring that everybody has the opportunity to interact with a board director. The directors will personally hand out any achievement awards and attend team celebrations when quarterly targets are achieved.

A late working culture is not allowed at The Specials Laboratory as employees are encouraged to maintain a positive work-life balance. Employees are also encouraged to participate in sporting activities such as the company football team.

Members of the organisation are encouraged to go into schools, colleges and universities to perform lessons and lectures on specialist subjects. The Specials Laboratory are also the main sponsor of the British Pharmaceutical Students Association.

T J Crump Oakwrights operate an open door policy. The leader and senior managers are always available for individual or group discussions. Besides this there are regular company meetings at which the whole organisation is invited to discuss the last quarter's performance. Staff also receive one to one feedback via regular appraisals.

People are at the heart of the organisation, from the highest level of management to the newest trainee framer. No one single individual builds a frame or a house. Everyone has a pride and enthusiasm in the product offered and positive client feedback is communicated throughout the organisation.

They share economic and company information and how it impacts on them through regular trading statements. They have mixed team workshops on introduction of company policy. They operate an open door policy and visibility around the business.

They share economic and company information and how it impacts on them through regular trading statements. They have mixed team workshops on introduction of company policy. They operate an open door policy and visibility around the business.

The organisation looks after their employees by regularly communicating with them. They actively encourage innovative ways of thinking and working and this has resulted in several members of staff who have stayed with the company for over 2 decades.

The offices are designed in an open-plan manner, which encourages open interaction between all levels of management.

Feedback has been received that people enjoy the organisation's non hierarchical approach and everyone is genuinely treated with the same level of respect and appreciation no matter who you are or what you do. The organisation regularly receives endorsements and positive feedback from clients which is shared with everyone in the team.

Many of the business activities are run as projects, this ensures that people from different teams come together to deliver different initiatives. There is a strong social network which helps employees build relationships and gives a greater insight to their day-to-day working styles and approach.

Nigel Wright runs an internal management development programme that is attended by all newly promoted and soon to be promoted people managers. The first five days are structured around a balanced score card, the second phase is a two day event called “coaching for high performance”. External training is resourced to further enhance, support and develop managers.

The organisation provides a charitable trust where employees are encouraged to seek company funding for their favourite charities through the charities panel. The company supports local charities in a measurable way. They also have an environmental team, made up of a cross section of employees concentrating on reducing the carbon footprint.

Outstanding achievement is recognised personally by the MD or the respective Office Leader. Study trips are organised every 18 to 24 months, to which all employees are invited; the last one was a weekend trip to Rotterdam in April 2008. The firm also offer a bonus scheme which shares the profits of the company with all staff.

The firm have a well developed appraisal system focussing on professional development which incorporates the preparation of a Personal Development Plan which sets out clear objectives for all staff to work towards. A company wide Training Plan was recently introduced which combines CPD with the requirement to attend courses on core business skills, skills based courses and more specialist technical training if appropriate.

Recognition schemes are given to Individuals who have the opportunity to submit improvement ideas by completing a registration form. Their idea has to satisfy criteria of being an improvement outside of their normal working activity. Each quarter a cross functional panel meet to review submissions, employees then have the potential of receiving a recognition payment of up to £500.00.

Quarterly briefs are delivered by the CEO and executive team numerous times over a 2 day period which is open to all employees. The CEO and executive teams walk the floor and operate an open door policy.

For Colleagues in Focus, employees are nominated by their peers on a quarterly basis for recognition of achievements and projects worked on. There are many awards which are awarded to employees for their fantastic work including Spot Bonuses, Employee referral and the High Achievers Club.

For Colleagues in Focus, employees are nominated by their peers on a quarterly basis for recognition of achievements and projects worked on. There are many awards which are awarded to employees for their fantastic work including Spot Bonuses, Employee referral and the High Achievers Club.