One of Soup's most successful staff initiatives is ‘I'm From Soup Get Me Out of Here'. Bi-monthly teams of six staff are given £3K and two days off to travel anywhere in the world, enjoy themselves, bond and come up with ideas to improve the company.

Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.

To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.

To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.

The business closes for Development Day and everyone in the company joins in activities which are designed to be hugely enjoyable and to promote team building across the business.

The business closes for Development Day and everyone in the company joins in activities which are designed to be hugely enjoyable and to promote team building across the business.

Rydon have an annual off site staff meeting which all staff are invited to and also produce a bi-annual newsletter and comprehensive intranet site. In addition, they have established a staff social team to ensure that the views of employees are heard.

To reward employees for their efforts, Rydon Group recognise their success through stories on their intranet and invitations to corporate events.

To reward employees praise and recognition is given. Their pay and bonus will reflect their efforts and treats are given such as meals etc.

As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.

To reward employees for their efforts RMJM offer employees a company bonus, an exceptional bonus and a long service award.

RMJM provide support and funding for professional qualifications and memberships. Talent is promoted where appropriate and provide opportunities to travel to and work in other offices worldwide.

Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.

Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.

Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.

Randstad support promotion from within. It is very unique that within the organisation, the vast majority of the senior management team came into the organisation as a consultant and progressed within the company.

Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.

Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.

Managers who are just about to make the step up to managing teams are sent on a structured training programme, Future Account Director training, to equip them with the skills they will need.

Exceptional performance is always recognised at PPS. They have introduced a flexible benefits system which allows staff to buy pension, private health insurance or extra holiday.