The Chester showroom team recently went to London for an overnight stay which was primarily about team building and exposing them to the fine jewellery offering in the capital city. The evening was spent at a top London restaurant which was an excellent introduction into luxury living, a theme carried into the team meeting the following morning. Ideas for growing the Chester business and making the most of social media were explored. This was particularly important as the Chester location had lost a key watch account and was going to be focusing on the origins of DMR - fine diamond jewellery supported by two Master Goldsmiths based on site. The team then took the opportunity to conduct some mystery shopping after lunch including competitors' window displays, giving them ideas to bring back and implement within their own showroom.

The Chairman, MD and General Manager visit branches on a very regular basis at least weekly and make a point of talking to all staff, retail and workshop, not just the manager about a wide range of topics, seeking feedback and ideas on: how to improve the customer experience; views on product range; marketing materials and sales opportunities. Each member of staff is personally known and this helps to establish a good dialogue and opportunity to raise any issues or concerns that they may have. As a small company with many employees having long service - average service is almost 11 years, there has developed an extended family culture with a strong ethos of doing the right thing: for customers and each other.

All of the events Companion Care run are designed to bring their teams and functions together breaking down some of the barriers that can develop. Their Directors and board are always involved in their events to lead by example and show what a great team they are. Recently Companion Care expanded their Support Office into a new building and they ran competitions with the team to name the rooms, send pictures of their pets for the walls and their Directors held a free "Barn Warming" celebration with drinks, champagne and treats to welcome their colleagues and to present the "winners" with their prizes. Throughout the development of this expansion colleagues from different departments were involved to make sure areas such as the colleague rest area was designed how they would like it to be.

Companion Care have this year launched their very own Learning Academy which provides both clinical and professional development to their colleagues delivered by both internal and external experts. They also offer a Graduate Development Programme which supports new graduates through a 2 year mentoring programme which is closely aligned to their professional bodies' development requirements. This is a structured programme designed to ease the transition from graduate to seasoned vet by providing invaluable training, support and mentoring.

The Chief Executive has been in post for 16 years. In that time, Colne has grown in all areas and has diversified with great success. It continues to operate and compete well in a difficult environment and has remained a top quartile performer in many key areas. This is only possible with a committed and passionate leader. The Chief Executive is very visible and is accessible to all staff. He remains close to the heart of the business, which is all about delivering additional homes and providing excellent services. He delivers a consistent message or support and encouragement, backed up by a detailed knowledge of the business and individuals' roles in it. Currently, the Eastern region National Housing Federation representative, he gives Colne a national profile despite its size and area of operation. In particular, the Chief Executive allows and encourages managers and staff to train and develop, to pursue their particular interests and grow their roles as, in turn, Colne grows and develops.

The Chief Executive has been in post for 16 years. In that time, Colne has grown in all areas and has diversified with great success. It continues to operate and compete well in a difficult environment and has remained a top quartile performer in many key areas. This is only possible with a committed and passionate leader. The Chief Executive is very visible and is accessible to all staff. He remains close to the heart of the business, which is all about delivering additional homes and providing excellent services. He delivers a consistent message or support and encouragement, backed up by a detailed knowledge of the business and individuals' roles in it. Currently, the Eastern region National Housing Federation representative, he gives Colne a national profile despite its size and area of operation. In particular, the Chief Executive allows and encourages managers and staff to train and develop, to pursue their particular interests and grow their roles as, in turn, Colne grows and develops.

Each employee has a mentor who should have empathy with the key development challenges that the employee faces over the short and longer term. This person is not a line manager to the employee. They meet regularly to provide counsel and advice on short and long term development issues and will debate areas such as where best to invest the employee's personal training and development budget. Clearwater Corporate Finance spent roughly £16k on external training and also had a team strategy day, deal leaders day and intern induction days.

Phil encourages every employee to treat the business as if they were the owner and to do the right thing based on the company's values rather than follow a detailed rule book of do's and don'ts.

The most innovative point of CSM's work which truly gives back to the local community is the sheer range and depth of the menu of opportunities CSM's present to local residents, and the fact that they work in partnership on that menu with local private and social businesses. Some examples of the range of this work include: The award winning and highly effective "Works" which they set up in Moss Side in partnership with local employers and which has already delivered over 1,000 residents into jobs or training. The wide range of training into jobs or setting up in your own business they are providing local residents in south Manchester. The launch of the newly opened Pod in Moss Side, which is a hub for start-up business and was set up by CSM in partnership with Bubble Enterprises and Mosscare Housing. The launch of the South Manchester Enterprise Network which brings together private and social SME's in this part of Manchester and has acted as a trail blazer for business working in the community. CSM set it up and administer the Network on line and on the ground. A CSM Youth Network which is highly active, growing fast and award winning. A unique range of cultural offers, including a major partnership with the quality Royal Exchange Theatre which has led to over 1,500 cultural offers being taken up in the community including back stage tours, meet the author and actors and performances of drama.

The most innovative point of CSM's work which truly gives back to the local community is the sheer range and depth of the menu of opportunities CSM's present to local residents, and the fact that they work in partnership on that menu with local private and social businesses. Some examples of the range of this work include: The award winning and highly effective "Works" which they set up in Moss Side in partnership with local employers and which has already delivered over 1,000 residents into jobs or training. The wide range of training into jobs or setting up in your own business they are providing local residents in south Manchester. The launch of the newly opened Pod in Moss Side, which is a hub for start-up business and was set up by CSM in partnership with Bubble Enterprises and Mosscare Housing. The launch of the South Manchester Enterprise Network which brings together private and social SME's in this part of Manchester and has acted as a trail blazer for business working in the community. CSM set it up and administer the Network on line and on the ground. A CSM Youth Network which is highly active, growing fast and award winning. A unique range of cultural offers, including a major partnership with the quality Royal Exchange Theatre which has led to over 1,500 cultural offers being taken up in the community including back stage tours, meet the author and actors and performances of drama.

Wellbeing at Centrica Storage is a fundamental pillar of the company's employee strategy. The company is committed to healthy employees for a healthy organisation and works to be proactive to support their employees and ensure they are well and safe at work. It is embedded in their occupational health and HR strategies to help their people. They have a dedicated and enthusiastic Occupational Health and Wellbeing manager who drives awareness and best practices across the business. Two key initiatives this year are their Health and Wellbeing Fairs, where they worked with the NHS and their Wellbeing partners, and their voluntary health checks to help employees be proactive about their health. Both these programmes have proven highly successful, with huge participation, both on-shore and off-shore. They encourage and support their employees by bringing health and wellbeing awareness into the workplace.

Centrica support their managers and leaders to set the standard and expectations and role model behaviours, to help develop their people to make Centrica Storage a great place to work. There is an online recognition scheme called RecogniseMe in place. Tools are provided for the managers to take ownership for delivering and supporting their people's development. Coaching for managers at all levels.

The company has an ethos of wanting to engage with the communities in which it works and for many years, in conjunction with the Local Education Authority, has run a scheme where permanently excluded students, aged between 14-19, are offered one day a week work experience. This is available for a whole school year. This has often resolved discipline problems and raised the skills level of the student. As importantly it has raised the expectation of the student and some have gone on to become apprentices within the construction industry. The company has become recognised, by the Devon Education Business Partnership and the local authorities Education and Skills Board for providers of best practice for work experience. The company is also recognised as one of the few employers in the construction industry locally who provide work experience for learners with learning difficulties or disabilities.

The company has an ethos of wanting to engage with the communities in which it works and for many years, in conjunction with the Local Education Authority, has run a scheme where permanently excluded students, aged between 14-19, are offered one day a week work experience. This is available for a whole school year. This has often resolved discipline problems and raised the skills level of the student. As importantly it has raised the expectation of the student and some have gone on to become apprentices within the construction industry. The company has become recognised, by the Devon Education Business Partnership and the local authorities Education and Skills Board for providers of best practice for work experience. The company is also recognised as one of the few employers in the construction industry locally who provide work experience for learners with learning difficulties or disabilities.

Chris is a natural leader as Cadwyn's previous Best Companies results have shown. As the leader of the organisation she operates in an open, fair and honest way and is hard working and focused on doing the right thing for tenants and employees. She adapts her leadership style to meet the needs of those she works with, providing intellectual stimulation and encouragement for people to develop. She uses a mentoring and coaching approach to empower people to make decisions and take responsibility for their decisions and actions. She has the ability to inspire people to want to make a difference and exceed customer expectations. This is important in the environment and climate Cadwyn are currently working in as resources are more limited and the business is relying on employees to do more with less. Chris has high energy levels and a drive for new projects and is willing to take risks and be accountable when things go wrong and she is not afraid to hold her hand up and say when they do. Chris encourages and maintains a no blame culture by reinforcing this in her language and behaviours. She is passionate about people, improving the lives of the people and has strong values which permeates the culture of the organisation. People enjoy working for Chris as she is truly inspirational, she never complains, is interested in employees and their lives and shares with employees the importance of what they do as an organisation.

Every year Cadwyn get all of their employees together in one room and at the same time to have fun, meet work colleagues, celebrate the organisations achievements during the year, and hear the key priorities to focus on over the next 6 months. Employees spend a lot of time together and often work in pressurised environments/roles. Being able to have fun with work colleagues helps them to relax and have time out together. Cadwyn incorporate icebreakers/exercises into the day to provide them with an opportunity to get to know new colleagues/ones they do not interact with often by getting to know their interests - their favourite music, films, and hobbies. It also helps to build on the existing relationships they have with the ones they work closely with. Sharing these positive experiences helps remove the traditional barriers; perceptions about each other, tensions that can arise between teams etc. Their employees love to be asked their opinions, so the afternoon event is dedicated to spending time having fun doing teambuilding activities. Employees are asked how they would like to spend the afternoon, and the top 3/4 activities are chosen. Activities chosen are designed to reflect the diversity of their employees from the very competitive, those that like to do something calm and relaxing, ones that challenge the mind, take people out of their comfort zones etc. For examples last year they did dragon boating and canoeing, mini master chef learning to make sushi, mini Olympics with a pampering session or paintballing.

However busy Cabot's people are, in whatever role they have they actively provide opportunities for employees to take a break from their work and do something positive that will enhance their overall wellbeing. ‘Know your Numbers', is a free service for employees who go along and have their BMI, cholesterol, blood sugar, blood pressure and cardiovascular risk factors assessed. They receive personal, confidential feedback and advice on their numbers and information on lifestyle changes that may help to improve their health. We receive great employee feedback from people who have already taken active steps to improve their health and wellbeing based on the advice they received during their sessions. “My weight has been an "issue" for over a decade.........I have now finally changed my eating habits in a sustainable way and increased my activity levels - already lost half a stone and feel so much better!” This year, the Company has also offered free on site back and neck energising massages and a 6 week stop smoking clinic during working hours which have also made a positive difference to many of Cabot's employees wellbeing as illustrated by the following quotes: “Personally, I can categorically say that I would not have quit smoking if had not gone to the Stop Smoking Clinic, so thank you.” “The Well Being Massage is a pleasant experience that leaves me in a positive mood. I find it very therapeutic and relaxing hence helping to concentrate better on my daily tasks”

However busy Cabot's people are, in whatever role they have they actively provide opportunities for employees to take a break from their work and do something positive that will enhance their overall wellbeing. ‘Know your Numbers', is a free service for employees who go along and have their BMI, cholesterol, blood sugar, blood pressure and cardiovascular risk factors assessed. They receive personal, confidential feedback and advice on their numbers and information on lifestyle changes that may help to improve their health. We receive great employee feedback from people who have already taken active steps to improve their health and wellbeing based on the advice they received during their sessions. “My weight has been an "issue" for over a decade.........I have now finally changed my eating habits in a sustainable way and increased my activity levels - already lost half a stone and feel so much better!” This year, the Company has also offered free on site back and neck energising massages and a 6 week stop smoking clinic during working hours which have also made a positive difference to many of Cabot's employees wellbeing as illustrated by the following quotes: “Personally, I can categorically say that I would not have quit smoking if had not gone to the Stop Smoking Clinic, so thank you.” “The Well Being Massage is a pleasant experience that leaves me in a positive mood. I find it very therapeutic and relaxing hence helping to concentrate better on my daily tasks”