Employees are rewarded for their efforts through various ways. The organisation benchmark salaries with other organisations and staff receive annual increments and an annual rise. Pay increments are also rewarded for qualifications gained and changing grade. Positive feedback is encouraged when people have done a good job, congratulations cards are given for qualifications gained, there are training qualifications presentations, thank you's in meetings and thank you letters are also given to ensure employees feel appreciated.

Response has its own charitable donation section called Response Giving which is run by a group of active volunteers who meet monthly to discuss requests for donations and to arrange vigorous fundraising. It fundraises and relieves suffering by making donations to people with enduring mental health issues that cannot access money through another source that is so immediate. Their service users benefit from their proximity by the annual events organised such as barbeques and dances. They have a sustainability policy and also monitor who takes their waste, what happens to their green waste and also recycle ink cartridges, paper and cardboard.

Once a month they wear jeans to work and a donation is made to an employee nominated charity, which can be charities that their employees have a personal involvement with. The organisation use a company called Carbon Neutral to offset their carbon usage. They have paper and cardboard recycling with Shred-it who replant how ever many trees worth of paper they recycle. They have a company allotment, where employees can grow vegetables. They believe that all of the areas described above make them a sustainable company. They have frequently supported Heathrow Special Needs Farm and worked with them for 2 years in their local community which is part of the Business in the Community (BITC) Group.

Record have four onsite pushbikes which employees are free to use, they also give discount on certain gyms near the office and provide free fruit around the office for all employees. By having flexible working hours, employees can fit a medical appointment early in the morning or later afternoon without having to take the time off. With the flexible hour's system, if an employee works overtime or at a weekend they can take the time back by taking the time off during the week. They hold one event a year (summer/christmas party) where staff can invite their partners. They also invite all staff children in for Christmas Eve morning to have a kid's party with them. They have a clocking in and out system where employees clock in and out at the beginning and end of the day and at lunchtime. They allow one flexi day, built up from working overtime per month in addition to annual leave. There is also lots of flexibility for the start and end times of the day. As long as staff work their core hours during the day/week they may start any time before 10am and finish any time after 3.30pm.

Their divisional structure supports progression and opportunities for growth and means that they have managers of teams of no more than 20 people. A quality management system is in place which lays out roles and responsibilities. divisional heads are given internal training in management and the directors all have in place support from the Divisional Heads. All managers have 360 degree appraisals with structured feedback.

Reading Room hold a wide range of events aimed at getting teams to work and play together. They hold regular team building days and social events ranging from summer cocktail parties to wine tasting and a Christmas party where employees were taken to Paris. Teams have the chance to earn extra bonuses and celebrate their achievements with divisional parties and nights out.

The organisation offer the flexibility to accommodate personal and medical appointments and time off with pay is granted for doctor, hospital and dental appointments. They do not pay overtime but do grant lieu days to staff who work longer hours at key business times. Family members are invited to social summer hog roast events where there is a bouncy castle and games provided for children. They offer a home working policy and are as flexible as possible about working hours on an informal basis for example employees can start early and finish early as agreed with their managers if it fits with the needs of the business.

Manager's guides are issued wherever possible for new online absence management tools. Pay and support for external management qualifications are available under the Education Assistance programme. Internal management development training is available. Internal coaching and mentoring is also available for employees on an adhoc basis. All the senior management team have an open door policy and will help and guide their management team wherever possible. External coaching and mentoring can be arranged through a preferred supplier where necessary and is available during the Leadership academy. Lunch & Learn sessions with HR are conducted, these sessions are run by the HR team and are open to all managers, covering requested topics such as the disciplinary process. Regular mentoring is given from the HR team on subjects such as performance improvement plans, disciplinary, salary increases and job development.

The CEO runs face to face quarterly updates including a Q&A session and writes a weekly 'Wow, what a week' update, that is sent to all employees. He has an identical desk to the rest of the employees and is approachable. He actively engages with team members and gets involved with events including triathlons and sponsored runs.

The CEO runs face to face quarterly updates including a Q&A session and writes a weekly 'Wow, what a week' update, that is sent to all employees. He has an identical desk to the rest of the employees and is approachable. He actively engages with team members and gets involved with events including triathlons and sponsored runs.

All Managers have regular meetings with their line managers to identify any development needs. They provide external training in a number of different business areas including coaching and leadership which are open to all managers who need support. Managers take part in an annual management development programme to ensure their skills are up to date. Regular management and operational meetings are held where managers can share knowledge and discuss objectives.

The company tries hard to provide a strong work/life balance for employees and will assess any application for reduced hours or flexible working patterns on an individual basis. Free life assurance and private health care is available to all employees. They also have an employee assistance programme which provides support to employees on a range of topics including stress management and mental health issues.

Flexibility is one of the company's core values and has been since its inception. They always try to accommodate part-time, home and out-of-hours working requests. Prosource.it are supportive of career breaks to care for the family, personal or professional development, working abroad, travelling or voluntary work.

Flexibility is one of the company's core values and has been since its inception. They always try to accommodate part-time, home and out-of-hours working requests. Prosource.it are supportive of career breaks to care for the family, personal or professional development, working abroad, travelling or voluntary work.

Pizza Express consistently seek to ensure their employees feel rewarded and hold roundtable events to gain feedback on what employees would like. Restaurant support teams are rewarded through the ‘Restaurant Support Hero Awards' by the Managing Director at their monthly team brief. They also run an employee of the month scheme to recognise exceptional work from operations managers, managers and team members.

Regular fun and social events are organised to encourage employees and teams to interact. They hold an annual summer party, Christmas parties and regional sports days. They run various campaigns on topics such as global awareness where the team who have the most impact on energy use over a year is rewarded with a trip to Kenya. Team bonuses are also awarded for various challenges and targets. Regular team building events take place at least 3 times a year ranging from leadership and coaching courses, to road shows with food tasting and live cooking shows.

All employees receive development in the form of training days, workshops, 121 sessions, mentoring, shadowing, coaching and professional qualifications. Annual appraisals are held with each employee to discuss strengths, development areas and aspirations for the future. The details are linked in with the company strategy and regularly assessed to ensure all employees are working in a role that maximises their talent.

Managers at Personnel & Care Bank are given the autonomy to manage their branches ensuring that their teams are included in decision making, gaining buy in at every level. They are supported with both external and internal coaching and training in Neuro Linguistic Programming via an external practitioner.