State of Engagement 2026 Report |
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Innospec recognise that their people are their most important asset. Without their drive, commitment and enthusiasm they will not be able to achieve their strategic goals. They acknowledge this fact by putting people at the heart of our company principles, alongside innovation, customer focus and sustainable development.
Innospec reward both personal and company performance. Managers can reward employees on an individual basis for their efforts e.g. they may be given a bouquet of flowers, dinner at the company's expense or invited to attend the annual industry dinner in London.
Innospec reward both personal and company performance. Managers can reward employees on an individual basis for their efforts e.g. they may be given a bouquet of flowers, dinner at the company's expense or invited to attend the annual industry dinner in London.
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.
The company focused on supporting 2 charities last year, a local hospice charity and a national children's charity. Hotelscene organised a wide variety of events to raise money and everything raised by employees is doubled by the business.
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
HEAT devote the month of February to raising awareness of specific health issues and bringing a range of free services to employees. The programme includes cardiac risks factor tests, a chiropody clinic, eye testing, hearing tests, Indian head massage and an open surgery with the company doctor.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
The company encourage managers to give members of their teams positive feedback for work they have done well and to share successes both within and outside their teams. They operate a merit point system which is linked in to the annual performance appraisals.
All staff at Four work in close knit client and practice teams every day. The company also conduct team building training and have weekly and monthly social events across the year.
Four is a fast growing company which depends entirely on the excellence and motivation of its staff. They train staff, ensure that they have clear goals and career opportunities and encourage them to contribute and develop personally as well as professionally.
All senior managers including the CEO are very hands on and work directly as part of the team. Staff meetings are held every month and senior staff regularly lead the social and professional interaction with staff for example, by delivering training.
FD are always looking for ways they can improve their approach to employment. Their values help them focus their attention on how they can work better together to drive the business forward.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
Introduction of all new employees to senior management team, quarterly lunch meetings by individual business directors and an open door policy.
The company is based on four pillars (Innovation, Investment, Inclusion and Internationalisation). These are driven by working groups which are responsible for delivery as well as policy development. All employees, regardless of seniority or discipline, are encouraged to play an active part in any of the groups they choose.
EA Technology Limited supports local communities including charities, schools and colleges.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Balanced lifestyle workshops are run for employees to provide awareness around issues of balancing work and home life and the flexible working package helps employees to do this. They also offer every employee and their immediate family free access to ICAS, a well being provider.
CNP offers a professional environment where employees can develop with the growth of the company, continue to expand their knowledge and achieve their aspirations within their given career path. Responsibility is given to the employee to manage their own workload and they receive continuous training and development.
Hard work is recognised and rewarded on individual merit through rewards offering numerous benefits. Good performance is identified through Performance Appraisals and discretionary non-contractual bonuses and area promotions are used as rewards.
Sports Club membership to the value of £480 per annum is available to all employees and CNP operate a Cycle to Work Scheme.
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Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.
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