State of Engagement 2026 Report |
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Commission is paid to all staff for the introduction of new Clients to the Practice. In addition discretionary bonuses can be paid at the end of the financial year.
Employees are rewarded financially for their efforts. Employees are trusted to manage their own time and the Partners personally say thank you to employees.
Employees are rewarded financially for their efforts. Employees are trusted to manage their own time and the Partners personally say thank you to employees.
Well being practices include Diversity Council, flexible working policies, including home working, enhanced maternity/paternity options, on-site occupational health advisors (Live Well programmes), (ACAS facilitated) Employee Assistance programme and healthy eating programmes across UK sites, e.g. free fruit initiative
Kimberly Clark is one of nine leading companies that will make up a new wave of partners to use the draft product carbon foot printing standard, currently being developed in partnership with DEFRA and BSI British Standards to establish the carbon footprint of Andrex® and Huggies®.
Kimberly Clark is one of nine leading companies that will make up a new wave of partners to use the draft product carbon foot printing standard, currently being developed in partnership with DEFRA and BSI British Standards to establish the carbon footprint of Andrex® and Huggies®.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
Jones Lang LaSalle have in place a fully comprehensive training programme for new and existing line managers, providing core line management training skills.
Directors on their English Management Committee (EMC) and other senior Directors present to new staff on a rota basis at weekly inductions and monthly business briefings as well as meeting with senior new recruits at bespoke induction meetings.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
There is a dedicated team in place for managing the Training and Development aspect of the business. Staff workload is managed efficiently and accurately to ensure staff get the balance and variety of projects such that their technical skills and soft skills are developed to their full potential
Staff are rewarded with a comprehensive benefits package and remuneration so the individual feels he/she is financially rewarded and empowered. Staff are provided with stimuating, varied and challenging work so motivation levels are always maintained
Directors are approachable, understanding and have a level of integrity that staff aspire to. At their Annual Practice Meeting they have a part of the meeting dedicated to "Ask the Directors". Questions are taken from the floor (with no prior coaching or prompting) and the Directors have to answer these questions truthfully and accurately. The questions range from business-related and strategic topics to humourous matters!
Ipswich Town Football Club make a difference in the local community by supporting many local charitable projects. Last year they responded to 1200 requests as well as giving specific support to their three named charities. Their Community Trust department reaches approximately 70,000 children a year through its coaching courses and educational programmes.
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Customer care awards are given to staff who have provided the best customer service. They have Extra Mile Awards for those who have gone beyond the call of duty.
Innospec reward both personal and company performance. Managers can reward employees on an individual basis for their efforts e.g. they may be given a bouquet of flowers, dinner at the company's expense or invited to attend the annual industry dinner in London.
Innospec reward both personal and company performance. Managers can reward employees on an individual basis for their efforts e.g. they may be given a bouquet of flowers, dinner at the company's expense or invited to attend the annual industry dinner in London.
Innospec recognise that their people are their most important asset. Without their drive, commitment and enthusiasm they will not be able to achieve their strategic goals. They acknowledge this fact by putting people at the heart of our company principles, alongside innovation, customer focus and sustainable development.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
During the busiest week of the month, Holroyd Howe base an occupational physiotherapist in one of the offices and schedule massages for all of the visiting team members. The massage has an emphasis on stress relief and predominantly focuses on the neck and shoulders.
Hilson Moran encourage attendance at training courses and arrange regular informative seminars to assist staff in keeping abreast of new technologies. The company operates mentor schemes for the principal engineering professional bodies and pays annual subscriptions for staff.
Hilson Moran is involved in the development of sustainable buildings. They carry out research into sustainability issues and advise clients and local authorities on such issues. They also implement environmentally responsive practices within the office such as paper recycling.
Staff are well rewarded with competitive salaries, annual bonuses, private health care, life insurance, a pension scheme and flexible working arrangements. Hilson Moran has a “work hard play hard” mentality and strive to assist staff in balancing a successful business career with personal fulfilment.
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