A G Parfett & Sons reward employees for their efforts by a performance related bonus each year. If an employee is recognised for their talent there are a range of development opportunities available, this can range from teaching an employee to read or write through to transferring a junior manager to another depot to 'act up' in a more senior role.

To support employees health and wellbeing employees are allowed paid time off to attend medical appointments and some areas have a quit smoking programme that is funded by the organisation. To encourage employees to get fit there is a cycle to work scheme in place.

As a result of the leader and senior managers being actively involved in a number of charities, genuine support is promoted from a top level. The CEO of 3663 is the current Chairman of Hospitality Action, along with other board member involvement. Whilst they do not donate a set proportion of their profits to the charity, 3663 do donate in the region of £120,000 per year to Hospitality Action plus further fundraising monies from any activities undertaken.

Employee performance is recognised with things like employee of the month where anyone within the business can nominate an individual. Employees can also be recognised for long service and for ideas of innovation. This organisation hold special awards for teams and sites as a whole, 3663's annual National Accounts Oscars recognise exceptional performance in the national accounts teams.

23red is a very social agency with events ranging from those organised by the company to ad hoc events organised by different employees. The company has a social committee that changes every 6 months, to ensure that as many people as possible have a say in organising events. Being a creative community is a part of 23red's vision and very much what the agency wants to encourage in all staff. In support of this, the company holds away days with an external company designed around how to be more creative. This day involves a number of different activities to get people talking, thinking and to push them out of their comfort zone.

All employees are based in an open plan office where open communication rather than emailing is always encouraged. Everyone is accessible and available to speak at all times. 23red has a mentoring system with mentors assigned to new employees on their first day at the agency. This is an important way in which senior members of staff engage with employees on an individual level. Members of the board are regular attendees at many social events. 23red have held date nights in the past where members of the board were put with smaller groups and took them out for a meal to be able to chat in an informal setting. There are also opportunities to mingle with the leaders at 23red at Beer o'clock and at Brainstorms which the senior management team regularly attend.

All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.

There is a corporate training programme in place to assist learning and development, this also includes management training. The company are supportive of internal candidates for promotions and 36% of current managers have been promoted from within.

World Events offer training both internal and external, appraisals mid term and annual and actively support internal promotion.

World Events offer training both internal and external, appraisals mid term and annual and actively support internal promotion.

Employees can nominate anyone from within the company to be considered for recognition awards. If a line manager seconds the nomination, the employee receives a £10 voucher of their choice. Should an employee receive recognition three times in a quarter then they are treated to dinner on the company and awarded with a bottle of champagne at the quarterly meeting.

Employees can nominate anyone from within the company to be considered for recognition awards. If a line manager seconds the nomination, the employee receives a £10 voucher of their choice. Should an employee receive recognition three times in a quarter then they are treated to dinner on the company and awarded with a bottle of champagne at the quarterly meeting.

Employees can be sponsored to attend courses and take professional qualifications that are specifically related to the needs of the business to aid their development within the role at the company. There are also bespoke training programmes in place to support an employee Personal Development Plan.

WDMP have invested in leadership training courses for their people managers to get the best out of their management structure, an individual coaching programme is tailored to meet specific development requirements. The management team meet on a weekly basis to discuss and resolve key challenges in the business.

At WCEC Architects, all leaders are approachable and available. The leaders and senior managers are passionate about retaining a relaxed and fun working environment.

They encourage staff to become involved in local education initiatives - for example they allow staff members to work flexibly so they can lecture at the local University. They also have an active Environment Group which actively looks to reduce environmental impact both within the organisation through initiatives such as recycling, bicycle to work scheme and also to reduce environmental impact through the way they design their buildings.

Managers are encouraged to attend training courses and these are subsidised by the company. Some qualifications include CIPD, ILT and PRINCE2. Managers are also mentored by the directors having weekly informal catch ups. Most managerial positions are through internal promotions.

Strong teams are built with the introduction of different teams and functions and how a new employee's role is interlinked with other departments. There are also regular meetings where each department share their results against their key performance indicators.

All employees receive an annual discretionary payment at the end of season specifically from the board of directors. Occasional lunches, breakfasts on match days, meals, Christmas and end of season parties are just some of the ways the company show there gratitude to employees.

Senior managers at Watford Football Club receive private health care and all employees receive lengthy lunches to enable them to participate in physical activity.