State of Engagement 2026 Report |
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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.
They offer a variable pay scheme and informal recognition and a one to one personal thank you, or recognition at at team events.
Regular internal meetings are attended by all employees and conducted by members of the Executive Team and Country Managers. These meetings are also recorded on video and placed on the intranet for anyone unable to attend the UK meetings. Monday Matters is a direct internal email communication sent to all staff relaying relevant company information and news.
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.
Senior managers actively encourage staff to get involved with fundraising activities and always lead by example by getting involved themselves. At the annual Christmas party senior managers and directors sit on tables with their teams rather than all together.
All staff at Liquid Plastics are encouraged to have personal development plans. There is also a Future Leader Managers programme; potential managers can join this programme to help them develop skills for future use. This helps them to always, where possible, to promote from within.
All staff at Liquid Plastics are encouraged to have personal development plans. There is also a Future Leader Managers programme; potential managers can join this programme to help them develop skills for future use. This helps them to always, where possible, to promote from within.
Lighterlife has a dedicated charity, Little Havens. They also do fundraising for charities such as the Stroke Association and Breast Cancer. They also do their bit when it comes to recycling including donating unwanted paper to local schools. Employees also take part in the cycle to work and car share scheme.
Lighterlife has a dedicated charity, Little Havens. They also do fundraising for charities such as the Stroke Association and Breast Cancer. They also do their bit when it comes to recycling including donating unwanted paper to local schools. Employees also take part in the cycle to work and car share scheme.
There are many things that Lighterlife do to promote well being such as a dedicated Health and Safety team, provision of a relaxing cafe area with availability of the internet, TV, microwave facilities and newspapers, free tea and coffee and promoting a healthy lifestyle by providing in-house gym, LighterLife Foodpacks and cycle to work scheme.
LeasePlan acknowledges the importance of identifying and reducing workplace stress. A formal policy aims to provide: a proactive method for identifying the causes and symptoms of stress; clarity on roles and responsibilities to reduce the causes of stress and a structured framework to enable managers to provide consistent and effective support to employees.
People managers join the LeasePlan Drive to Perform programme. This is a six-day programme of activities, specifically tailored for people managers, providing them with the skills and support necessary to become excellent coaches and managers. It concentrates on helping managers develop the ability to better understand differing strengths within their teams.
LeasePlan acknowledges the importance of identifying and reducing workplace stress. A formal policy aims to provide: a proactive method for identifying the causes and symptoms of stress; clarity on roles and responsibilities to reduce the causes of stress and a structured framework to enable managers to provide consistent and effective support to employees.
Extensive Training; linking into the CPD's they provide extensive training open to all staff. Each individual is asked to identify their training requirements for the coming year in their annual review and wherever possible demand is met. They invest significantly in personalised management, marketing and personal development training using both in house and external training agencies.
Extensive Training; linking into the CPD's they provide extensive training open to all staff. Each individual is asked to identify their training requirements for the coming year in their annual review and wherever possible demand is met. They invest significantly in personalised management, marketing and personal development training using both in house and external training agencies.
A drinks night/tidy Friday takes place every fortnight and as well as having a good impact on the working environment, after the tidy up drinks are provided which enables everyone to relax and unwind after the week. This is a good chance for senior managers to chat with everyone in an informal and relaxed environment.
Keltie have an annual retreat for all firm employees to attend and committees and focus groups on management and professional topics too.
Keltie have an annual retreat for all firm employees to attend and committees and focus groups on management and professional topics too.
Keltie have an annual retreat for all firm employees to attend and committees and focus groups on management and professional topics too.
From day one all employees have a development plan and are given a career development manual on day one of induction. This is used to inform staff how they can develop their career and own personal growth.
The Training Director, meets with all the management team and conducts career development meetings. The Director ensures that all managers are fully motivated and supported and that they have individual career plans in place.They also work with external training providers who in turn work with the management team in developing their skills.
From day one all employees have a development plan and are given a career development manual on day one of induction. This is used to inform staff how they can develop their career and own personal growth.
The organisation has an open, relaxed and cheerful culture with excellent peer-to-peer and cross-hierarchical interaction. Senior management works within their teams. Everybody knows everybody else and with each group acquisition, new knowledge is shared amongst the management and staff.
The organisation has an open, relaxed and cheerful culture with excellent peer-to-peer and cross-hierarchical interaction. Senior management works within their teams. Everybody knows everybody else and with each group acquisition, new knowledge is shared amongst the management and staff.
The organisation has an open, relaxed and cheerful culture with excellent peer-to-peer and cross-hierarchical interaction. Senior management works within their teams. Everybody knows everybody else and with each group acquisition, new knowledge is shared amongst the management and staff.
Employees receive annual appraisals where feedback on their achievements is given. The company also operates a transparent incentive scheme and a competitive remuneration package to reward staff.
The David Rankin Health and Safety Award is won on a quarterly basis by the best performing project across the quarter. It is an internal award designed to promote active competition between projects to enhance the safety of the working environment. Over the latest 24 months Holloway White Allom has consistently raised standards and the average performance of the business.
Employees receive annual appraisals where feedback on their achievements is given. The company also operates a transparent incentive scheme and a competitive remuneration package to reward staff.
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