Employees receive continuous positive feedback, ownership/responsibility and positive sponsorship in a blame-free environment. They also benefit from dinners, drinks, bowling, ski trips, high achiever weekends away and rapid promotion prospects are available.

The parent company employs permanent health and safety staff who visit Digby Morgan offices regularly to advise management and employees on overall wellbeing, health strategy, office ergonomics etc. Employees also benefit from an inclusive private health insurance scheme, complementary flu vaccines and eye tests.

They recognise that it's the people in the business that make the difference so there is a culture driven from the top down that recognises the importance of each employee and ensures that they remain close and communicate on a daily basis.

They offer focussed and measurable goals for all managers, and portray a clear and honest communication policy. They also provide a coaching and training scheme to develop internal skills.

They offer inspiring leadership. Give full accountability for their actions at all levels and encourage the attitude that whilst there is a hierarchy, each individual has a key role to play in each project. They hold regular team/company events including regular social/sporting activities.

There is a solid commitment to personal development and each employee is given a plan to achieve their goals even if their ambition lies outside the company. The leadership development programme helps managers to create a positive and productive climate for all employees.

The Chairman has created a Barhale Brand Image in which he is key. People are often of the opinion, when asked, that they work for Dennis, who is owner and Chairman.

Barhale commits 5% of its profit to be used for charitable purposes in the communities in which they work. One of the projects this year is the Midlands Business Unit that is sponsoring the Sandwell Youth Concert Band, helping provide a summer tour of Italy to children, many of whom are from disadvantaged backgrounds.

All new employees are given the opportunity to sit down with each of the partners and directors once they have joined the organisation for an introductory ‘getting to know you' meeting. There are no separate offices for partners or directors as they work in the same hot desk environment in an open office generating an atmosphere where they get to know and work alongside everyone in the company.

Arena's CEO and Board Directors have an open door policy to encourage companywide initiatives from every employee. They hold monthly meetings to ensure that everyone is updated on company developments followed by a social event. There are also regular forums for employees to make suggestions and feed back on company initiatives.

Arena's focus is to help the entire company develop their individual skills and talent, enabling them to succeed and fulfil their career goals and ambitions.

They hold charity events and fundraising takes place throughout the year. The staff encapsulate the good work that is carried out for charities and non profit organisations.

People managers within AMS are given an objective as part of their annual appraisal process that measures and rewards them on their skills in the area of people management. People managers are given coaching and mentoring to help them develop and meet these objectives.