The Red Consultancy have quarterly individual, team and long service awards which are announced at their quarterly company meetings and are presented by the CEO. Individual awards; Managers and Directors nominate people for outstanding work and contributions to the company. Individuals receive a certificate and £100 shopping voucher. Team Awards: Teams are invited to present on the work/project they have done in the last quarter and show their achievements. The winning team receive a dinner and drinks evening paid for at a top restaurant. The second prize is a team drinks evening paid for at a bar of their choice. Long service awards - these recognise long service contributions to the business (e.g: 10 year anniversaries) and the company announces these at company meetings and give them a gift.

The Red Consultancy has REDucation which is their internal training programme, run by Board Directors internally as well as external training sessions for all staff. There are 26 sessions catered to different levels and the sessions run throughout the year. The company provide every staff member with a booklet detailing courses and explaining which courses are relevant to their levels of experience. They also run some external training sessions and last year have provided different external training for all staff from their Graduates to their Senior Directors. The Red Consultancy also run a graduate training scheme for our graduate intake - this is run by the Board Directors and comprises of 14 different sessions. All staff are given a "coach" who is a senior staff member, responsible for helping with that persons development. They run the employees appraisal and reviews and generally help to give them advice on their career progression.

Personal Group has Pick A Star awards for Head Office, where employees get nominated by fellow colleagues. The company holds an awards ceremony every quarter and employees can win a 5 day break with their partners overseas.

Personal Group has Pick A Star awards for Head Office, where employees get nominated by fellow colleagues. The company holds an awards ceremony every quarter and employees can win a 5 day break with their partners overseas.

Monarch is geared towards saving money on utilities for their customers. Therefore every quarter, the company calculates the monetary amount of refunds all of their teams have identified for their customers and the team which obtains the biggest refund value for that quarter, receives a 5% bonus in their salary for that month for every team member. Their customers are rewarded and their people are awarded.

Monarch is geared towards saving money on utilities for their customers. Therefore every quarter, the company calculates the monetary amount of refunds all of their teams have identified for their customers and the team which obtains the biggest refund value for that quarter, receives a 5% bonus in their salary for that month for every team member. Their customers are rewarded and their people are awarded.

In September 2014, The Marketing Practice took the whole company to the Bluestone National Park, Pembrokeshire, Wales for a superb 5* 2 day team build event; themed "The Purple Dragon Games". They had 4 house teams and created a magical, memorable 'Harry Potter' adventure, starting with a sorting hat event to decide their houses. The spirit of the theme ran ahead of the games, during the games and created stories and memories that will live long in staff's memories. Zip wire, tug-of-war, archery, a blind fold assault course, shelter building, ball hurling and forest battles are just a few of the activities during the days. Add to that a BBQ in a ravine and a fancy dress gala dinner where their favourite magical tunes played into the small hours, it is fair to say they had a fabulous time, learnt new things about each other and discovered new skills within themselves.

In September 2014, The Marketing Practice took the whole company to the Bluestone National Park, Pembrokeshire, Wales for a superb 5* 2 day team build event; themed "The Purple Dragon Games". They had 4 house teams and created a magical, memorable 'Harry Potter' adventure, starting with a sorting hat event to decide their houses. The spirit of the theme ran ahead of the games, during the games and created stories and memories that will live long in staff's memories. Zip wire, tug-of-war, archery, a blind fold assault course, shelter building, ball hurling and forest battles are just a few of the activities during the days. Add to that a BBQ in a ravine and a fancy dress gala dinner where their favourite magical tunes played into the small hours, it is fair to say they had a fabulous time, learnt new things about each other and discovered new skills within themselves.

Through schemes such as ‘Jenrick's Helping Hand' and the ‘Jenrick Charity Photo Calendar', the company donates in excess of £2,000 per year to charitable causes nominated by staff and the local community. The ‘Helping Hand' charity initiative is run each year and enables any member of staff to nominate a charitable cause that they would like Jenrick to donate £1,000 towards. Once all the nominations are received, an online voting system enables every individual member of the company to decide which cause they believe merits the award. For every additional pound given in personal staff donations Jenrick also doubles the amounts. Every year, The Jenrick Group create a ‘charity photo calendar competition' allowing candidates, clients and their own staff to enter in photos based on a theme. The competition is now in its sixth year and has already raised thousands of pounds to a large number of charitable causes. The final 12 winning photographs are featured in Jenrick's calendar and each winner receives £100 to donate to a charity of their choice. These schemes are so unique to Jenrick, and for a company of their size, it's quite remarkable how much money they have raised over the last few years, often raising awareness for lesser known charities. It would be very easy to 'follow the norm' and nominate a designated charity each year, however, because Jenrick's values are built around ‘People', having two schemes that allow individuals to nominate charities very close to their hearts adds far more meaning.

Through schemes such as ‘Jenrick's Helping Hand' and the ‘Jenrick Charity Photo Calendar', the company donates in excess of £2,000 per year to charitable causes nominated by staff and the local community. The ‘Helping Hand' charity initiative is run each year and enables any member of staff to nominate a charitable cause that they would like Jenrick to donate £1,000 towards. Once all the nominations are received, an online voting system enables every individual member of the company to decide which cause they believe merits the award. For every additional pound given in personal staff donations Jenrick also doubles the amounts. Every year, The Jenrick Group create a ‘charity photo calendar competition' allowing candidates, clients and their own staff to enter in photos based on a theme. The competition is now in its sixth year and has already raised thousands of pounds to a large number of charitable causes. The final 12 winning photographs are featured in Jenrick's calendar and each winner receives £100 to donate to a charity of their choice. These schemes are so unique to Jenrick, and for a company of their size, it's quite remarkable how much money they have raised over the last few years, often raising awareness for lesser known charities. It would be very easy to 'follow the norm' and nominate a designated charity each year, however, because Jenrick's values are built around ‘People', having two schemes that allow individuals to nominate charities very close to their hearts adds far more meaning.

This year many colleagues have taken part in a coaching course which has been of significant benefit not only to those staff who have been on the course, but to the many colleagues they have since coached as a result of this development. Those coached worked through confidential issues both work and non-work related. Their programme is accredited by the University of Edinburgh.

This year many colleagues have taken part in a coaching course which has been of significant benefit not only to those staff who have been on the course, but to the many colleagues they have since coached as a result of this development. Those coached worked through confidential issues both work and non-work related. Their programme is accredited by the University of Edinburgh.

Employees can apply to study for the Certificate in Football Management - FA Edition. This has proved very popular and the organisation recently sponsored 23 FA employees, 9 international people and 2 from the counties. The HR team complete a review of their core learning and development needs across The FA Group. They identified a number of key training requirements as follows: handling difficult people and conversations, negotiating and influencing skills, advanced project management, essential skills for team members and managing your wellbeing, effective minute taking, unleash your creativity, advanced handling difficult people and conversations, personal effectiveness and managing your wellbeing, recruitment and interview training, disciplinary, grievance and formal performance training.

Employees can apply to study for the Certificate in Football Management - FA Edition. This has proved very popular and the organisation recently sponsored 23 FA employees, 9 international people and 2 from the counties. The HR team complete a review of their core learning and development needs across The FA Group. They identified a number of key training requirements as follows: handling difficult people and conversations, negotiating and influencing skills, advanced project management, essential skills for team members and managing your wellbeing, effective minute taking, unleash your creativity, advanced handling difficult people and conversations, personal effectiveness and managing your wellbeing, recruitment and interview training, disciplinary, grievance and formal performance training.

There are many team building events which run across the year at TGI Fridays. The company's team challenge begins in February, where each of their stores goes through a review process to ensure everyone in their organisation meets the behavioural and ability criteria. Each staff member is then asked to re-certify to ensure they have the knowledge to be efficient in their role, and then they are observed to ensure they display TGI Fridays brand promise to their guests. This is a store activity so that no one is left behind. The store will be visited by a Director of Operations to sign off, the opportunity is used to reward and recognise key individuals who may have stood out in the journey. A series of additional targets and competitions all count towards the aim of finding the very best store. The final event will be a Senior Leadership visit at peak, again taking the opportunity to reward, recognise & energise the teams. The scoring will then determine a regional winner and that store will receive £1K towards a team event. The overall 2nd place store, will receive £100 for every member of the team, and finally the winning store will not only be crowned store of the year, but every member of the team will receive an extra weeks' pay, which they receive the week before Christmas. This is not only a much coveted accolade, but a very welcome sum of money which is cited as giving them a Christmas to remember.

Karen Forrester, TGI Fridays UK Managing Director, is much loved, valued and respected throughout the company. She is regularly seen in the stores and will always take time with the team. This is also true of the company's new open stores, where Karen and her Exec team take a day to spend with the new Fridays family members to welcome them to the brand. If a key message needs to be delivered to the team, Karen will create a video message which will then be posted onto TGI Fridays social website, and a link is sent directly to their mobile phones.

The TAQA car share programme allows personnel based onshore to share journeys with colleagues who have similar routes to work. TAQA also shares commuter transport with neighbouring companies in the industrial estate at Westhill in order to limit the number of buses needed for the same route. Waste segregation bins and VegWare products are in place to further minimise their impact on the environment and be more sustainable. TAQA recycles waste wherever possible and has waste segregation bins throughout the offices for plastic, cans and compostable waste. VegWare is also used in TAQA's café's to reduce the amount of waste that is sent to landfill. VegWare is disposable food packaging and all TAQA café catering products are made from this recyclable, starch-based material which takes 4 to 6 weeks to become compost.

This is at the core of the Intelligent Health message. TAQA have worked hard to promote the benefits of regular exercise through various channels including, sponsorship and participation in sporting events, Walk for Diabetes and the Corporate Decathlon. 2013 has seen development of a new Intelligent Health intranet to help promote networks to encourage activities and exercise of all types within the business. A recent highlight has been the establishment of a TAQA sponsored Mountaineering and Walking club.

Sue Ryder hold focus groups and create top level action plans at directorate level, then these are cascaded down to a team or care centre level, where people get to share ideas and feedback and create a plan for how any issues raised will be addressed. Engagement champions are now leading on this and supporting the leadership team to drive the action plans forward. Sue Ryder also have a 'dragons' den scheme for people to submit new ideas and receive funding to implement them.