There are a number of initiatives in place to support and develop people managers including a leadership development programme, an official mentoring programme and a management awareness programme.
D&B has created an environment in which individuals are encouraged to contribute to both the business and the community and to develop and stretch themselves. They have set a clear framework for what they wish to achieve as a business through their mission and values.
D&B has created an environment in which individuals are encouraged to contribute to both the business and the community and to develop and stretch themselves. They have set a clear framework for what they wish to achieve as a business through their mission and values.
Well being benefits available to employees include Bupa Healthcare, eyecare cover, cycling equipment and critical illness cover and all employees have access to an Employee Assistance Programme.
Well being benefits available to employees include Bupa Healthcare, eyecare cover, cycling equipment and critical illness cover and all employees have access to an Employee Assistance Programme.
Well being benefits available to employees include Bupa Healthcare, eyecare cover, cycling equipment and critical illness cover and all employees have access to an Employee Assistance Programme.
Chevron provide health and medical services for all staff, including voluntary medical examinations every 5 years. They also provide Private Medical Insurance and an Employee Assistance Programme.
Chevron provide health and medical services for all staff, including voluntary medical examinations every 5 years. They also provide Private Medical Insurance and an Employee Assistance Programme.
Chevron provide health and medical services for all staff, including voluntary medical examinations every 5 years. They also provide Private Medical Insurance and an Employee Assistance Programme.
In response to an employee survey, Cephalon have improved their reward package through implementing a Total Reward Statement and introducing additional employee benefits such as french lessons and a high street discount scheme.
In order to enhance and develop strong teams, Cephalon organise a variety of team building events and joint sales conferences give employees the opportunity to interact with each other.
Managers are empowered to carry out their roles with autonomy and are supported to do so through a combination of development in a small group situation and one to one coaching.
They recognise that it's the people in the business that make the difference so there is a culture driven from the top down that recognises the importance of each employee and ensures that they remain close and communicate on a daily basis.
Carey has abolished the ‘long hours' culture that has been inherent within the service industry in the UK. In every area, their employees work structured shift patterns that ensure they are able to have control over their working life.
Carey England recognises that their day-to-day operations inevitably impact on the environment. In partnership with The CarbonNeutral Company, they invest in two projects around the world to offset the effect of their fleet on the environment.
The annual Ely Award is designed to recognise employees who made extraordinary accomplishments that improved business operations. Specifically, this award honours accomplishments in cooperation and teamwork, cost reduction, customer service, process improvement, productivity, quality improvement, and technological innovation. Anyone may nominate a fellow employee or team of employees for the Ely Award.
The annual Ely Award is designed to recognise employees who made extraordinary accomplishments that improved business operations. Specifically, this award honours accomplishments in cooperation and teamwork, cost reduction, customer service, process improvement, productivity, quality improvement, and technological innovation. Anyone may nominate a fellow employee or team of employees for the Ely Award.
Significant support tools have been created to enable managers to fully support employees' personal growth and the annual review process is a Performance and Training review where the two are fully integrated.
They offer focussed and measurable goals for all managers, and portray a clear and honest communication policy. They also provide a coaching and training scheme to develop internal skills.
They offer inspiring leadership. Give full accountability for their actions at all levels and encourage the attitude that whilst there is a hierarchy, each individual has a key role to play in each project. They hold regular team/company events including regular social/sporting activities.
They offer employee mentoring, coaching and continuous Professional Development.
Employees are rewarded with excellent social events and activities. Past Christmas parties have taken place in Barcelona, Monte Carlo and Rome, and not only boost morale but also enable the board to express a more personal level of gratitude to all staff.
A bonus is given to employees who put forward successful land acquisition suggestions for new land on which Bardsley can build and develop.
A bonus is given to employees who put forward successful land acquisition suggestions for new land on which Bardsley can build and develop.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
All staff have a programme of mandatory training which is fully resourced and funded. They are encouraged not only to seek formal qualifications but also opportunities for personal growth.
With a caring ethos, everyone is encouraged to look after each other. Generally, staff support and help each other with work, even when they don't need to. Brunelcare also provide sickness pay and conduct back to work interviews.
They provide opportunities to progress where possible - delegating responsibility and authority, giving project work, internal promotion rather than external recruitment. Also when conducting pay reviews for salaried staff they reward outputs, recognising achievements at monthly supervision meetings not just at annual appraisal.
A Battlefield Bonus can be paid to those individuals who provide an outstanding contribution to the business that is significantly over and above what is required to fulfil their day to day position. The bonus can amount to anything up to three months salary.
Salary reviews are linked directly to performance in an effort to reward those who genuinely deserve increases. Employees can also take part in the company share scheme so they can enjoy the fruits of their efforts via the share price.
There are numerous opportunities for individuals to make cross functional moves through the company to aid their personal development. Annual development discussions are held with line managers to review career aspirations and any personal development goals with the aim of helping people reach their targets.
Any individual who is identified as a potential future leader goes through the Aspiring Manager Programme to help with their personal development needs and provide core management and leadership training. Six months after an individual takes their first managerial role they go through a New Leaders Integration scheme to get feedback on performance and highlight areas for improvement.
There are a range of awards to recognise a variety of individual and team performances throughout the year. These include awards for contributions or initiatives that affect a department, the UK or an entire continent and the winners are published on the company intranet and rewarded financially or through experiences and trips.
BMS support the Secure the Future foundation which provides care and support for women and children infected and affected by HIV and AIDS in Africa. In addition to this there is a day of giving policy where employees are given one paid day off per year for charitable activities.
There is a newly refurbished café area which includes large screen TV's, healthy snack vending machines and an opportunity to have meetings in an informal environment. All employees are offered a subsidised gym membership and are invited to apply to join the company contributed private medical scheme.
There is a newly refurbished café area which includes large screen TV's, healthy snack vending machines and an opportunity to have meetings in an informal environment. All employees are offered a subsidised gym membership and are invited to apply to join the company contributed private medical scheme.
All teams within the business are client focused and this often means that specialists from different disciplines are brought together to achieve measurable objectives on behalf of individual clients giving staff from across the company the opportunity to work together closely on a regular basis.
Any training opportunities are funded by the company to help individuals further themselves.
Any training opportunities are funded by the company to help individuals further themselves.
BPP College value their employees highly and put a lot of emphasis on training and development, all of which is sponsored by the company. The company exercises an open door policy to help encourage new ideas and developments.
The induction plan for new starters includes being introduced to the senior management including the directors. The leadership team frequently attend training and development courses including ECI and TMS psychometric testing alongside residential courses. Monthly communications are presented to the company in person by the directors or the senior management who are also encouraged to attend all team building sessions and regional visits.
Biwater Treatment are aiming to build on their success in supporting primary schools with elements of the curriculum involved with the water cycle by moving the programme into secondary schools. The Northern Ireland area is involved with the young enterprise scheme where a commercial assistant works in a local school for one hour per week over six weeks.
An on site occupational nurse carries out regular well being tests and develops healthy initiatives such as stop smoking campaigns. At any time an employee can request a lifestyle review as an optional service on top of the medical screening they are entitled to.
A company wide Green Champions group has been established to support the companies work in reducing BIG's carbon footprint and sustainability. The company encourage working from home and video conferencing to reduce the amount of travel between sites and therefore the level of pollution.
The Employee Assistance Programme offers support to staff by providing a confidential counselling service for any problems that they may experience both in work and in their life outside work. Health screens are also available to all staff in the health care plan.
A company wide Green Champions group has been established to support the companies work in reducing BIG's carbon footprint and sustainability. The company encourage working from home and video conferencing to reduce the amount of travel between sites and therefore the level of pollution.
Employees are encouraged to take part in a wide range of activities and projects organised through seven strategic CSR partners, they also have a budget specifically set aside for charitable activities and staff are given time off by the company to enable them to take part in charitable work or local community related work.
BHSF Group Limited enhance their leadership through coaching to develop people's abilities and confidence in dealing with changes from the introduction of new products to new ways of working. The management team collectively and individually, along with other selected colleagues, have coaching sessions from external facilitators.
Employees are encouraged to take part in a wide range of activities and projects organised through seven strategic CSR partners, they also have a budget specifically set aside for charitable activities and staff are given time off by the company to enable them to take part in charitable work or local community related work.
There is a solid commitment to personal development and each employee is given a plan to achieve their goals even if their ambition lies outside the company. The leadership development programme helps managers to create a positive and productive climate for all employees.
There is a solid commitment to personal development and each employee is given a plan to achieve their goals even if their ambition lies outside the company. The leadership development programme helps managers to create a positive and productive climate for all employees.
Belron believe in immediate reward. If an individual has done something outstanding they are recognised for it straight away and awarded with a present ranging from vouchers to a weekend away.
BDO Stoy Hayward has invested heavily in tools and opportunities for all staff to share technical and commercial knowledge and promote informal learning.
BDO Stoy Hayward has invested heavily in tools and opportunities for all staff to share technical and commercial knowledge and promote informal learning.
A review of the firm's health and well being approach has recently taken place, resulting in a health and well being project plan to be launched this year. This includes review and revision of BDO Stoy occupational health process, the production of guidelines for line managers, employees and human resources and new health and well being Insight pages on their intranet.
The Chairman has created a Barhale Brand Image in which he is key. People are often of the opinion, when asked, that they work for Dennis, who is owner and Chairman.
Barhale commits 5% of its profit to be used for charitable purposes in the communities in which they work. One of the projects this year is the Midlands Business Unit that is sponsoring the Sandwell Youth Concert Band, helping provide a summer tour of Italy to children, many of whom are from disadvantaged backgrounds.
The Chairman has created a Barhale Brand Image in which he is key. People are often of the opinion, when asked, that they work for Dennis, who is owner and Chairman.
Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.
Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.
Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.
All managers are given excellent support guidance and training to equip them with the skills required to manage their teams effectively. There is a clear sense of focus and clarity on the goals that are expected of the management team to help them conduct their role as efficiently as possible.
Internally there are regular awards for the best performers such as Top Biller and the Outstanding Contribution Award for the most significant contribution to the business. Externally the company has received various awards including recognition from H.M. Queen Elizabeth II for contribution to the recruitment industry.
All managers are given excellent support guidance and training to equip them with the skills required to manage their teams effectively. There is a clear sense of focus and clarity on the goals that are expected of the management team to help them conduct their role as efficiently as possible.
All staff business travel is carbon offset with Climate Care and Bales encourage their clients to do the same.
Golden points are awarded to recognise outstanding achievement and high levels of commitment and flexibility. All employees are encouraged to recognise and nominate colleagues to receive points for exceptional performance. Golden points are awarded at company updates and are accompanied with a token of appreciation and a thank you from the MD.
All staff business travel is carbon offset with Climate Care and Bales encourage their clients to do the same.
The company have Customer Service awards for outstanding customer service. There is a Suggestions Scheme - cash awards for suggestions which will increase sales, decrease costs, or generally improve efficiency, working conditions, or other aspects of the company's business and Employee Referral awards for successfully introducing a suitably qualified candidate to the company.
The company hold divisional meetings and events to agree objectives and strategy. Social events are held on a regular basis and include paintballing, quizzes and team building events linked to psychometric testing, e.g. Myers-Briggs Inventory.
The company has links with Habitat for Humanity, an international charity which builds homes for low-income families throughout the world. Staff teams in London and Boston have helped build flats for local families and our students have undertaken similar projects in South Africa.
The management Leadership and Development Programme has been developed to support a consistent management approach and encourage self-development.
Alternative Networks encourages team working and promotes a culture of enthusiasm and mutual respect.
The Leaders interact and engage with employees by holding a Director roadshow and giving company presentations. They get involved on staff inductions to meet new employees and speak at team meetings.
The Alsbridge College offers a range of on-line training courses to employees to develop their skills. Development and career opportunities are virtually endless and each promotion is earned on merit alone and not on time served.
The Alsbridge College offers a range of on-line training courses to employees to develop their skills. Development and career opportunities are virtually endless and each promotion is earned on merit alone and not on time served.
Employees are extended a great deal of trust and are free to choose to work from home on occasions where they are not required to work at a client's site. The long hours culture is strongly discouraged and employees seldom work later than 6pm allowing staff to balance their work and home life.
People managers within AMS are given an objective as part of their annual appraisal process that measures and rewards them on their skills in the area of people management. People managers are given coaching and mentoring to help them develop and meet these objectives.
People managers within AMS are given an objective as part of their annual appraisal process that measures and rewards them on their skills in the area of people management. People managers are given coaching and mentoring to help them develop and meet these objectives.
Corporate Induction - AMS holds an induction every eight weeks for all new joiners. The CEO and the leadership team present key highlights from the three-year business plan together with the history of the organisation. There are workshops based on the five values which the leadership team are actively involved in both demonstrating and communicating.
Aldwyck Housing offer line manager training, mentoring and coaching.
Aldwyck have their own sports and social club giving employees the opportunity to exercise and relax outside of work. Most recently they organised a trip to the panto for employees and their families.
Aldwyck Housing offer line manager training, mentoring and coaching.
Airwave has introduced a specific management development programme called Managing Growth: Developing Managers for a New Era. This is a modular training programme which focuses on the fundamentals of managing people and provides support following the training through emails, text messages, booklets and e-learning.
Airwave has introduced a specific management development programme called Managing Growth: Developing Managers for a New Era. This is a modular training programme which focuses on the fundamentals of managing people and provides support following the training through emails, text messages, booklets and e-learning.
Airwave Solutions have introduced voluntary work in line with their customers needs: Special Constables, first responders and retained fire fighters. Time off in lieu is provided to encourage people to take up the opportunity.
Employees benefit from an enhanced commission scheme, unlimited earnings potential and a bonus scheme for both commissioned and non-commissioned staff. Employees are also recognised through Excellence awards for outstanding achievement.
Employees benefit from an enhanced commission scheme, unlimited earnings potential and a bonus scheme for both commissioned and non-commissioned staff. Employees are also recognised through Excellence awards for outstanding achievement.
TAC Europe offer BUPA Health Care Scheme and CIGNA Dentistry. Employees also have the support of the Human Resources department and all managers operate an open door policy.
A full time learning and development manager is in place to complete a thorough and structured two week induction programme. The process continues with several training schemes in place for new starters and managers alike to ensure that individuals are successful in their specialist role. All employees are considered eligible for promotion but great care is taken to prevent people being pushed into a role they are not comfortable with.
Reward schemes are in place for high achievers and those who distinguish themselves in their role. These are presented at monthly, quarterly and annual meetings and range from vouchers and trophies to time off and weekend breaks.
The Senior management of the organisation view the difficult economic situation in a positive light and encourage people to come up with new ideas and to work smarter with a view to preparing for when the economy is strong again. The message being that the ones who survive will be the organisations of the future.
To encourage teamwork and build strong teams Abraxas organise an annual incentive trip. There are also management conferences and support team away days. Outward bound and residential courses are often used to bring teams together.
Abraxas have flexible working solutions, private health care and agreements with local sports facilities.
Abraxas have flexible working solutions, private health care and agreements with local sports facilities.
Managers are supported and developed through external and internal training and internal support and coaching.
The leader and senior managers engage and interact by being in an open plan office, they have weekly update meetings, quarterly company meetings and induction meetings with new starters.
To support employees' well being Abcam have fruit delivered twice a week and they have an interactive health and safety policy as well as a Staff Forum.
Support is tailored to individual needs rather than a global approach. There are a variety of training interventions from courses and external training to international opportunities. Employees start their development before they are managers by the Key Replacement programme and Aspiring Leaders.
As a small organisation the teams communicate and meet regularly, despite the geographical spread. Along with the functional away days this helps to promote team work and community.
As a small organisation the teams communicate and meet regularly, despite the geographical spread. Along with the functional away days this helps to promote team work and community.
The council have a number of awards to recognise employees' achievements, including the Mayor's Award which is an annual staff presentation which recognises significant individual contribution.
They have actively promoted Skills for Life and lifelong learning to all staff under the 'Train to Gain' initiative and are signed up to the Government's Skills Pledge. They also have a successful mentoring scheme in operation.
The council have a number of awards to recognise employees' achievements, including the Mayor's Award which is an annual staff presentation which recognises significant individual contribution.
Individuals at the council who have performed well may receive a financial 'honoraria' payment in recognition of their achievement. Also, teams who have performed well may receive funds towards a social evening out, to reward their efforts.
Individuals at the council who have performed well may receive a financial 'honoraria' payment in recognition of their achievement. Also, teams who have performed well may receive funds towards a social evening out, to reward their efforts.
Individuals at the council who have performed well may receive a financial 'honoraria' payment in recognition of their achievement. Also, teams who have performed well may receive funds towards a social evening out, to reward their efforts.
The council provide work placements for students in a variety of their services. These are arranged either directly with the students or with the placement office at the universities. Placements vary in length from 4-48 weeks and always focus on giving the student valuable workplace experience.
Aberdeenshire have developed a culture of recognising and rewarding employees through regular team briefs, where employees' efforts will be recognised by their line manager or supervisor. Colleagues are also encouraged to bring employees efforts to the attention of managers, heads of service and directors for recognition.
The council provide work placements for students in a variety of their services. These are arranged either directly with the students or with the placement office at the universities. Placements vary in length from 4-48 weeks and always focus on giving the student valuable workplace experience.
ZED Media draw up individual training plans for all members of the organisation on week one and these are reviewed/updated quarterly. Courses are also tailor-made, they don't just use existing training (internal and external).
All of ZED Media managers receive basic management training as standard to ensure consistent values apply across their organisation. They also receive bespoke training courses which are relevant to their agreed needs. Quarterly management meetings are held to share experiences and review performance.
To ensure that ZED Media teams work well together they have many offsite team building days, team competitions and team charity days.
WPA is active in the local community, supporting the local hospice, Business Link, charities, education projects, schools and events. They also open their full facilities, sometimes at weekends, to local organisations and charities as a venue for training, prize-giving and launches.
WPA is active in the local community, supporting the local hospice, Business Link, charities, education projects, schools and events. They also open their full facilities, sometimes at weekends, to local organisations and charities as a venue for training, prize-giving and launches.
WPA is active in the local community, supporting the local hospice, Business Link, charities, education projects, schools and events. They also open their full facilities, sometimes at weekends, to local organisations and charities as a venue for training, prize-giving and launches.
Annual charity events are held to raise money for causes identified by team members and they work closely with schools in the local area.
Worlds Apart values its employees, recognising individual contribution at all levels. It's a fast-paced environment with never a dull moment and they like to have a laugh at work and a lot of fun on the way!
Workshare build strong teams and hold team building days. All teams have budgets for separate team building events. The sales team recently went Go Karting in San Francisco after a training weekend.
There are three days off site Global Management training for all managers with an external coaching and leadership expert. They also receive 'Manager Evaluation' which is feedback from all reports followed by a one to one with HR Director.
There are three days off site Global Management training for all managers with an external coaching and leadership expert. They also receive 'Manager Evaluation' which is feedback from all reports followed by a one to one with HR Director.
Staff have developed a wish list of the type of organisation they would like to work in. Using what staff had told us, Whitefriars defined a vision, values and aims. This was branded “Stardust Strategy”.
Employees are encouraged to talk early to a manager at 1:1s if there are any problems and there are wrap around solutions to meet their short term needs. There are also various flexible working policies including flexi time, career break, job share and reduced hours.
Staff have developed a wish list of the type of organisation they would like to work in. Using what staff had told us, Whitefriars defined a vision, values and aims. This was branded “Stardust Strategy”.
Westaff believe in decentralised authority for managers and have empowered them to make decisions. Westaff conducted the first ever double diploma course with the ILM and REC for all aspiring managers.
Individual contributions are recognised with a number of awards such as Branch of the Year, Most Improved Branch of the Year, Temporary Consultant of the Year, Permanent Consultant of the Year and Branch Manager of the Year.
Individual contributions are recognised with a number of awards such as Branch of the Year, Most Improved Branch of the Year, Temporary Consultant of the Year, Permanent Consultant of the Year and Branch Manager of the Year.
All teams have regular team meetings and a budget for awaydays. Cross team working is encouraged through: Can do Champions; IiP Focus Group; Staff Conference and Social Committee. Monthly Team Brief communicates what the organisation and different teams are achieving and what the challenges are.
Healthy Lifestyles grant and fitness check ups for the over 40s. Employee Assistance Programme. West Kent also provide subsidised massage and reflexology during working hours. Flexible working and Homeworking policies are in place and access to the IT network from home.
Healthy Lifestyles grant and fitness check ups for the over 40s. Employee Assistance Programme. West Kent also provide subsidised massage and reflexology during working hours. Flexible working and Homeworking policies are in place and access to the IT network from home.
There are major volunteering programmes for staff and students and the University has numerous eco initiatives including cheaper travel cards, recycling and a sponsored free bus.
University of Huddersfield ensure staff receive competitive terms and conditions and there is a wide range of personal and career development available. A good quality physical environment and equipment is provided.
There are major volunteering programmes for staff and students and the University has numerous eco initiatives including cheaper travel cards, recycling and a sponsored free bus.
Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.
Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.
Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.
Tullow Oil's employees receive an annual performance bonus which rewards both company success and individual success. They also benefit from a flexible and constructive working environment.
Tullow have a very flat management structure and their leaders believe in being visible, available and communicating clearly.
Tullow have a very flat management structure and their leaders believe in being visible, available and communicating clearly.
Recognition is a key agenda item in the monthly team briefing. Through the formal recognition programmes, teams and individuals are nominated for four different internal awards categories.
Recognition is a key agenda item in the monthly team briefing. Through the formal recognition programmes, teams and individuals are nominated for four different internal awards categories.
TSYS In The Community encourages team members to engage as volunteers in local community projects. Team members are given 10 hours of work time to enable them to participate.
The firm has for the last 10 years paid a performance bonus to all eligible staff. This year bonuses ranged from 3 to 15% of salary.
The Senior Partner has lunched with all assistants in all offices and is now lunching with all the support staff in all offices and hosts, with a senior manager, monthly buffet lunches for a cross section of staff.
The Senior Partner has lunched with all assistants in all offices and is now lunching with all the support staff in all offices and hosts, with a senior manager, monthly buffet lunches for a cross section of staff.
Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.
Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.
TOR Homes offer flexible working and home working. To support employees' health and well being there is a generous sickness and annual leave allowance. In addition there is a Health Cash Back Plan incorporating medical and counselling services.
In a recent benchmark survey 95% of users rated Toptable as good or excellent and 64% had discovered them through a friend. Toptable.co.uk have a democratic environment where staff from all walks of life are welcomed and encouraged to help shape strategy.
To reward employees for their efforts public recognition is given via email and extra net. There is also a share option scheme and regular pizza and bbq lunches to reward staff.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Every client project, from inception to delivery, involves cross-team working to pull together the relevant skills to ensure a successful event. A budget is made available for teams to hold social activities and invites to individuals from other teams are encouraged.
Team build events are available to all teams within the business, whenever they want to make use of them. Every mall person is eligible to benefit from The Mall's Discretionary Performance Bonus/Dividend.
Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.
Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.
As well as a "Make a Difference Day", Midsummer also have a Community Development Fund.
Midsummer operate a Leadership development programme called "Meridian". Employees are given a tailor made training plan and the opportunity to work in other teams in completely different roles.
Employees are recognised for their efforts and thanked regularly. To celebrate there is bucks fizz and celebratory breakfasts or lunches. Good news stories are publicised via the intranet.
To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.
To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.
To support and develop people managers there are 360 degree appraisals and Key Performance Indicators in place. Training and coaching is also provided.
All managers experience training on people management and the management of others, motivation, the power of positive relationships and customer care. In addition, each manager is personally mentored by a director.
By using video conferencing technology, Tandberg have been able to reduce their carbon emissions by meeting remotely, rather than having to travel to meetings. They also provide facilities for recycling several different types of refuse.
Tandberg encourage employees to develop and have introduced a comprehensive Learning and Development programme based on 3 defined areas - Leaders, Experts and Entrepreneurs. This allows people to set out their own career development, supported by the management team.
Tandberg encourage employees to develop and have introduced a comprehensive Learning and Development programme based on 3 defined areas - Leaders, Experts and Entrepreneurs. This allows people to set out their own career development, supported by the management team.
Handelsbanken aims to promote interplay between branches, support function specialists and central units through awareness programmes, a strong sports and social committee and through networking opportunities and team meetings.
All employees at Handelsbanken have the opportunity to attend regular well man/women screening and receive a gym subsidy if they belong to a gym. Everyone also has access to the Employee Assistance Programme.
All employees at Handelsbanken have the opportunity to attend regular well man/women screening and receive a gym subsidy if they belong to a gym. Everyone also has access to the Employee Assistance Programme.
Sunderland Marine have a caring culture towards staff. Employees have reasonable paid time off for domestic issues, flexible start times and Blackberry's and laptops are available for homeworkers.
Sunderland Marine provide sponsorship of fishing industry safety awards and blessing of the fleet in New Zealand. Charitable donations are given to local charities, schools and an amateur dramatics group.
Sunderland Marine have a caring culture towards staff. Employees have reasonable paid time off for domestic issues, flexible start times and Blackberry's and laptops are available for homeworkers.
Hard work, commitment, enthusiasm and results are recognised and rewarded at all levels with very fair rates of salary and performance related bonus. After listening to staff, they are also initiating a new staff sharesave scheme and other share option based rewards schemes.
Employees are consulted on many matters related to the workplace and their opinions are valued and acted upon by the board and senior managers.
Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.
Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.
Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.
Stephen George offer the opportunity to work at home for an agreed period if required, such as when returning from Maternity leave. There is also a degree of flexibility with the hours people work.
There are Annual Personal Development Reviews and informal interim reviews.
Stephen George offer the opportunity to work at home for an agreed period if required, such as when returning from Maternity leave. There is also a degree of flexibility with the hours people work.
The college sees employees as its greatest asset and invests heavily in creating opportunities for personal and career growth. The remuneration and benefits package is one of the best in the further education sector.
The college has strong values to which all subscribe and the supportive environment offers employees plenty of scope and opportunities for personal growth and career development.
To encourage team work and build strong teams there is recognition of high-performing teams including paid for meals and nights-out. Sonoco Trident also have customer focused team performance updates at "Time-Outs".
Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.
Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.
Soha Housing aim to develop leaders of tomorrow by rolling out their Leadership Programme to staff not currently in management roles. There is also a Competency Framework ensuring that managers are effective and efficient.
Soha Housing encourage team work with job shadowing and secondments. Staff make presentations at Chief Executive Briefings to explain to others what they do in their role and multi-disciplinary teams have been set up to solve any issues or problems.
Soha Housing have various healthcare policies as part of their Employee Assistance Programme. This includes healthcare, access to unlimited, free counselling and assistance to quit smoking.
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.
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.
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.
At School Trends flexible working is available for all employees. People at officer level are able to bank time in half hour 'units' and directors, managers and team leaders have the flexibility to stagger their working day.
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 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.
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.
RMJM do not follow the route of many of the leading architectural practices which promote the work of just one ‘star architect'. Instead of being restricted by a rigid line management structure, architects at RMJM work in fluid project teams - partnering with and learning from, a range of colleagues from all offices.
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.
The Training Academy accommodates staff from their first day to their last day. There are also 'Webinars' which are interactive training in small groups led by external specialists on specifically selected issues.
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.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
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.
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.
All PPS employees are able to take a month long, fully paid sabbatical when they have been working for the company for more than 3 years.
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.
Power Technology Solutions offer career breaks and make efforts to place employees on projects that are more local to their home. They also provide free private healthcare and have a formal stress policy in place.
They invest heavily in supplementing the existing skills and qualifications of their employees with further qualifications not only relevant to their own particular role but also to broaden their knowledge of other roles, skills and activities within related fields.
Power Technology Solutions focus on being a “people orientated” company who recognise the intrinsic value of each person within the company and look to nurture and develop the particular core skills and attributes that each individual brings to the organisation, not only on a professional basis but on a “life experience” basis as well.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group offer flexibility in working hours negotiated with each employee. There is a Family friendly policy in place covering care for dependent relatives. Access to in-house medical and nursing staff for advice and counselling as well as employee assistance programme.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.
Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.
The leader and senior managers engage and interact with employees through the four social events they hold throughout the year and also via their newsletter and intranet.
Employees are able to apply for personal grants to fund courses in non-professional training and in more creative pursuits like photography or learning a new language. The intention is to encourage lifelong learning.
The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.
The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
NCSoft participate in annual industry salary surveys to ensure employees are receiving a fair deal.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.
Improved and increased levels of performance management training including the provision of new modules such as interview skills, conducting appraisals, financial management etc.
Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.
All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.
They have the monthly support award - Employees nominate the support staff they feel have made a great contribution. The winners receive Selfridges vouchers, champagne and a certificate. The Top Achievers plus the support staff who have gone beyond their role are each awarded with a luxury holiday. Winners also receive an engraved crystal trophy.
All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.
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.
Millgate Homes have away days, departmental dinners, free bar at local hostelry every Friday evening. They also provide annual bonus payments.
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.
MessageLabs pay for performance as part of the annual review and individual departments have a budget to give small rewards to staff.
MD Insurance develop their managers through mentoring and coaching feedback sessions as a group and 1 to 1, as well as open forums and ideas input meetings.
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.
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.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
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