Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.

Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.

Each quarter, at Messagelabs' business review, there are awards for employees and teams under set categories. At the annual business review they acknowledge outstanding achievements by giving three employees a Rising Star award where they are mentored by a business leader for the year.

MessageLabs pay for performance as part of the annual review and individual departments have a budget to give small rewards to staff.

Wisdom Wednesdays are an opportunity for departments to meet and deliver an overview of what each department does and explore ways of working more effectively together. This takes place over a buffet lunch on a weekly basis.

Unsung Heroes - anyone can be nominated at any level in any department who has gone the extra mile. They receive a box of Cadbury's Heroes on their desk the following day. Idea Awards are given to people who have an idea that's been implemented and 'gone further' -a cash bonus and trophy is awarded.

Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.

Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.

Leaders, senior managers and employees are fully integrated in day-to-day business practices. There are regular company updates and conferences and an Employee Communications Forum.

How Mattel achieve success is just as important as the success itself. Mattel regard the thoughtful management of the environment and the health and safety of employees, customers and neighbours as a high priority of their responsibility to be a sustainable company - today and tomorrow.

The company does not have a long hours culture. Staff are encouraged to take all holiday entitlement and overtime is paid. Home working is also an option for employees and they are provided with the necessary technology to allow this to happen, i.e. Blackberrys, laptops and remote access.

The CEO and senior management are proactive in thanking staff for projects well done by taking them out to lunch or using the rewards programme where a certain number of points are given and the points can then be used to buy a gift of the employees choice.

Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.

Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.

Management Development Programmes are in place to support managers with people management ideas and learning. Managers are also assigned a mentor and a personal coach.

Management Development Programmes are in place to support managers with people management ideas and learning. Managers are also assigned a mentor and a personal coach.

The MD introduces himself to all new starters to the Company. Senior Managers are encouraged to visit stores on a regular basis. Senior Managers host spontaneous breakfast and lunch sessions.

Employees receive one to one coaching. Sponsorship is given to employees to study towards NVQs in relevant courses to support development of appropriate skills.