What are companies doing with regards to 'My Company'

Managers are expected to use the 'LMS' system to conduct regular reviews with teams. Employees are asked to rate each objective on a given scale and constructive feedback is provided to support development. Managers are also expected to use the 'Shine' recognition platform by reviewing nominations for employees and approving awards. Managers are also expected to utilise the full range of resources on offer to support personal and career development. Using such programmes enables managers to adapt to a variety of challenging situations and also offer support in giving feedback to teams.

The most innovative thing that the organisation has done this year with regard to giving something back, centres on the adoption of a more proactive and structured approach to organising their community and charity programme. The programme seeks to give back to the community and engage their people in a range of volunteering and charitable opportunities through the use of the company volunteer policy, allowing up to two days out of the office per year to participate in community initiatives. Run by an employee-led CSR steering group, the programme has been organised in two main areas; charitable giving and community investment. The objective of the charitable giving element is to ensure both employee involvement and maximum benefit for charity through fundraising and donations. This year Macmillan Cancer Support was selected by their people as the national charity and they set an ambitious target of raising £50,000, enough to fund a Macmillan nurse for one year. Employees can also sign up for payroll giving or apply for matched sponsorship for personal charity fundraising activities. Building on the theme of employee involvement, the community investment element of their programme aims to develop an awareness of the impact of their business on the wider community, encouraging their people to volunteer to participate in community based initiatives. These initiatives range from employability skills workshops to painting and maintenance in the local community. All volunteering activities are made available through their ‘oneCommunity' online volunteering platform.

BMT celebrated its 25th anniversary by launching a new significant philanthropic project called BMT Giveback. All staff were invited to submit ideas for ways in which the application of BMT's technical scientific and engineering capabilities could make a difference to the lives of people in developing countries. The winning idea which has been put into practice is the design and implementation of a low cost sewerage and sewage treatment system for a rural village in India. At present, with no sanitation system, dirty water flows in open channels down the middle of unpaved roads, creating health risks. The project is much more than just a charitable donation, it is a technical challenge which BMT's engineers have taken on to design a novel system which will work with very low water flows and be easy to maintain by the local people. By choosing materials and skills for the construction which area available locally, businesses in the area have been able to secure contracts to deliver the works, ensuring the maximum economic benefit to the local community. The new design having been created and piloted by BMT's technical experts is being given away to an international development charity who will seek to implement it elsewhere. So not only will the 2500 people in this village experience a significant increase in their quality of life, but potentially many thousands elsewhere.

BMT celebrated its 25th anniversary by launching a new significant philanthropic project called BMT Giveback. All staff were invited to submit ideas for ways in which the application of BMT's technical scientific and engineering capabilities could make a difference to the lives of people in developing countries. The winning idea which has been put into practice is the design and implementation of a low cost sewerage and sewage treatment system for a rural village in India. At present, with no sanitation system, dirty water flows in open channels down the middle of unpaved roads, creating health risks. The project is much more than just a charitable donation, it is a technical challenge which BMT's engineers have taken on to design a novel system which will work with very low water flows and be easy to maintain by the local people. By choosing materials and skills for the construction which area available locally, businesses in the area have been able to secure contracts to deliver the works, ensuring the maximum economic benefit to the local community. The new design having been created and piloted by BMT's technical experts is being given away to an international development charity who will seek to implement it elsewhere. So not only will the 2500 people in this village experience a significant increase in their quality of life, but potentially many thousands elsewhere.

Blue Rubicon has created a unique reward scheme that recognises the efforts of individuals while at the same time reinforcing the culture of thirst for knowledge and knowledge sharing. The scheme is called R&R – Rest and Relaxation through Reward and Recognition. The purpose is to recognises the effort put in by every member of staff to delivering great work by encouraging time out for work life balance. All 130 staff are given an annual pot of £200 to draw down from over the year to encourage time out from their daily routine. The money can be spent on gaining new insights, a fresh perspective, indulge their passions or enhance wellbeing. £100 must be spent on taster classes/experiences set up by the company on a quarterly basis. These events are social and encourage people to spend time with colleagues who they may not work with and get to know them learning something new together –from ghost walks of London to wine tasting or yoga. The other £100 can be spend on anything the individual chooses as long as it supports gaining new experiences or enhances their well being. The things people have chosen to spend it on range from; learning how to be a cookery writer, buying a sewing machine to indulge a passion for clothes design to enlisting a personal trainer to get ready for a marathon. All of the activities are a thank you from the company for the individuals contribution to Blue Rubicon's success whilst encouraging time away from their desk to learn, have fun and encourage work life balance.

The company recognised the need to re-visit some of the fundamentals of their 5 year business plan: the market had changed significantly, they had been through a tough year financially and needed to re-ignite some of the passion employees felt about working for Blue Rubicon. They consulted and engaged everyone in this process – and ultimately re-shaped a bolder and ambitious growth plan for the next 5 years. This was presented by the senior management to the whole agency where we were clear about: Where the company was headed and why, Identifying the opportunities for individuals to have personal progression. As a result this inspired debate across the agency – at the Q&A session and during the following days. Specific feedback was sent directly to their CEO and included: “Thank you for today's presentation – I found it really inspiring. It's really exciting to be part of an agency with such bold ambitions!”

All partners and directors attended a workshop designed to help them to motivate, recognise and retain their employees. The Senior Management team have also approved a firmwide strategy session off site for May 2012. This is currently in the planning stages. Bob Rothenberg became Senior Partner at the company in 1997. He has an approachability and warmth that make him very popular with everyone within the organisation. He successfully lives the firm's values and has managed to nurture a firm that cares about its staff whilst also being supportive of new and innovative approaches to the way they do things.

The company provide employees with their own, personalised mug upon joining the firm to eliminate waste from the use of paper cups.

As well as having an employee assistance programme in place, employees are able to have massages during their working day. The firm also offer access to a doctor and occupational health specialists. A full workstation assessment programme is also in place.

Birketts has an ad-hoc reward system where individuals or teams are rewarded for achievement, outstanding work or going the extra mile. Rewards vary and can be money for a meal out or weekend away or vouchers. In addition, Birketts also has a published profit share scheme.

November 2010 saw Billington Cartmell host its 20th Birthday Party celebrations at Paramount, situated on the top floor of London's Centre Point Building. The venue has 360 degree vistas of London reinforcing the company's view to the future and vision. Dinner and welcome drinks were followed by a motivating speech by guest speaker, Craig Sams founder of Green and Blacks (to expand on their core principles and OA), live music from the James Taylor Quartet and comedy from Reginald D Hunter.

All employees from Senior Account Manager level and above attend the BCL Academy Line Manager Training.

To initiate employee engagement, new employees will be given a structured induction over two weeks from arrival at Barlows. Their personal development process provides a two-way framework that balances a structured approach with flexibility and informality. It is also intended to integrate a process of employee and company improvement into the everyday running of the business by improving hard and soft skills, addressing behaviour and liking roles to the company mission. The company also share their knowledge and skills in the workplace through coaching and mentoring, workplace secondments and collaborative planning. All have an immediate impact on business results.

To initiate employee engagement, new employees will be given a structured induction over two weeks from arrival at Barlows. Their personal development process provides a two-way framework that balances a structured approach with flexibility and informality. It is also intended to integrate a process of employee and company improvement into the everyday running of the business by improving hard and soft skills, addressing behaviour and liking roles to the company mission. The company also share their knowledge and skills in the workplace through coaching and mentoring, workplace secondments and collaborative planning. All have an immediate impact on business results.

Bank Machine has a number of ways in which it rewards its employees but one of the most effective is their 'Employee of the Quarter' awards. Nominations are provided by employees for employees (not necessaily from their own department) who they believe have gone the extra mile in their job. Nominations have to be well detailed with explanations of specific instances or situations that have prompted the nomination. The winner or winners each receive £1,000 whilst the runners-up receive £500 each.

Bank Machine has a number of ways in which it rewards its employees but one of the most effective is their 'Employee of the Quarter' awards. Nominations are provided by employees for employees (not necessaily from their own department) who they believe have gone the extra mile in their job. Nominations have to be well detailed with explanations of specific instances or situations that have prompted the nomination. The winner or winners each receive £1,000 whilst the runners-up receive £500 each.

An open and caring attitude of the company to staff health, welfare, safety and care. Avidity IP do the basic things very well (as an office based business), such as the office environment, facilities and ergonomics (seating, IT equipment, ergonomics). Also their policy of keeping capacity always reduces stress on employees. Some of the smaller things which are done every day include: Methodical office and kitchen cleaning, decontamination of door handles and work surfaces, thorough kitchen cleaning. Additionally the company provide annual Eye checks and care, and Flu Jabs.

An open and caring attitude of the company to staff health, welfare, safety and care. Avidity IP do the basic things very well (as an office based business), such as the office environment, facilities and ergonomics (seating, IT equipment, ergonomics). Also their policy of keeping capacity always reduces stress on employees. Some of the smaller things which are done every day include: Methodical office and kitchen cleaning, decontamination of door handles and work surfaces, thorough kitchen cleaning. Additionally the company provide annual Eye checks and care, and Flu Jabs.

They consider flexible requests and work with staff to agree suitable work patterns. Back to work interviews are carried out to ensure that staff are OK. They then provide specialist equipment and increased support if needed such as phased return to work, reduced hours and change to shifts. All managers and heads of department take part in the QSM's. They also have Q and A's and feedback forms for staff to communicate. Managers lead by example and this cascades down to staff, positivity, enthusiasm and drive. They provide incentives to staff through minor rewards or company recognition.

Europ Assistance held a free Family Fun day at Warden Park School. The event also raised money for their two staff charities, Hurstwood Park Neurological Centre and St Peter & St James Hospice. All members of staff at Europ Assistance were invited and encouraged to bring along their friends and family. The day started with traditional races; egg & spoon race, sack race, three legged race etc. This was enjoyed by both the children and adults! There were various prizes for the winners but the adults were definitely more competitive which provided good entertainment for all those spectating. Other events included; face painting, balloon modelling, a bouncy castle for the children, giant jenga, rounders and table tennis. Food was laid on with a fish and chip van followed by ice creams for all from an ice cream van. Raffle tickets were sold on the day and prior to the event with donated prizes including; Champagne, Family Portrait and Cinema voucher, plus many more. Everyone enjoyed the day whether they were taking part in the events or simply relaxing and soaking up the sun. The Social and Charity Committee members put a great deal of effort into organising the event and feedback from members of staff was extremely positive!