State of Engagement 2026 Report |
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Exceptional performance is always recognised at PPS. They have introduced a flexible benefits system which allows staff to buy pension, private health insurance or extra holiday.
All PPS employees are able to take a month long, fully paid sabbatical when they have been working for the company for more than 3 years.
Managers who are just about to make the step up to managing teams are sent on a structured training programme, Future Account Director training, to equip them with the skills they will need.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group offer flexibility in working hours negotiated with each employee. There is a Family friendly policy in place covering care for dependent relatives. Access to in-house medical and nursing staff for advice and counselling as well as employee assistance programme.
NCSoft participate in annual industry salary surveys to ensure employees are receiving a fair deal.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
Millgate Homes have away days, departmental dinners, free bar at local hostelry every Friday evening. They also provide annual bonus payments.
Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.
Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.
MD Insurance develop their managers through mentoring and coaching feedback sessions as a group and 1 to 1, as well as open forums and ideas input meetings.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees participate in local community events such as 'Leominster in Bloom' or other initiatives which are aimed at enhancing the environment. Support is given to local charitable projects, such as installing a new servery area for a youth project, free of charge.
Employees receive one to one coaching. Sponsorship is given to employees to study towards NVQs in relevant courses to support development of appropriate skills.
The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.
The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Jones Lang LaSalle have in place a fully comprehensive training programme for new and existing line managers, providing core line management training skills.
Directors are approachable, understanding and have a level of integrity that staff aspire to. At their Annual Practice Meeting they have a part of the meeting dedicated to "Ask the Directors". Questions are taken from the floor (with no prior coaching or prompting) and the Directors have to answer these questions truthfully and accurately. The questions range from business-related and strategic topics to humourous matters!
There is a dedicated team in place for managing the Training and Development aspect of the business. Staff workload is managed efficiently and accurately to ensure staff get the balance and variety of projects such that their technical skills and soft skills are developed to their full potential
Staff are rewarded with a comprehensive benefits package and remuneration so the individual feels he/she is financially rewarded and empowered. Staff are provided with stimuating, varied and challenging work so motivation levels are always maintained
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Ipswich Town Football Club make a difference in the local community by supporting many local charitable projects. Last year they responded to 1200 requests as well as giving specific support to their three named charities. Their Community Trust department reaches approximately 70,000 children a year through its coaching courses and educational programmes.
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
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