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.
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.
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.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees participate in local community events such as 'Leominster in Bloom' or other initiatives which are aimed at enhancing the environment. Support is given to local charitable projects, such as installing a new servery area for a youth project, free of charge.
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.
Rising Star Award - A hero of the future, someone who stands out from the crowd, makes a huge difference to their hotel in a short space of time, have embraced the values and culture and taken every opportunity to develop the business as well as themselves. Someone who shows great hunger and ambition to progress within the organisation.
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.
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.
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.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
Employees have benefited from health exhibitions, health checks and a programme of healthy activities such as walking, t'ai chi, netball, golf and football. They also provide a health and wellbeing staff-led group which promotes events and activities to staff across the organisation.
Each year they run the ‘Cleaner with Helena' campaign during the school holidays. During this campaign, Helena Housing employees volunteer to work with local communities to clean up dirty areas and improve the local environment.
Each year they run the ‘Cleaner with Helena' campaign during the school holidays. During this campaign, Helena Housing employees volunteer to work with local communities to clean up dirty areas and improve the local environment.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
The company encourage managers to give members of their teams positive feedback for work they have done well and to share successes both within and outside their teams. They operate a merit point system which is linked in to the annual performance appraisals.
Haseltine Lake take health and safety at work very seriously and in risk assessments they try to cover the widest range of factors possible including personal, medical and environmental needs. They actively discourage people from working long hours and constantly keep staff working hours under review.
Gyro International believe in teamwork. Everyone in the company has a departmental team and also a peer group. They encourage teams of all sorts to socialise together, to swap ideas, to take responsibility and to enjoy working together.
Gyro International recognise and praise brilliant work with internal awards, all company annual bonuses, highly competitive salary, benefits package and staff incentives. In addition, they have birthday Fridays, fruit, breakfast and drinks for all staff and fast track internal promotions to encourage growth from within.
Gyro International believe in teamwork. Everyone in the company has a departmental team and also a peer group. They encourage teams of all sorts to socialise together, to swap ideas, to take responsibility and to enjoy working together.
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
They have a supportive culture and provide mentoring and leadership techniques to support and develop people managers.
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
Four is a fast growing company which depends entirely on the excellence and motivation of its staff. They train staff, ensure that they have clear goals and career opportunities and encourage them to contribute and develop personally as well as professionally.
All senior managers including the CEO are very hands on and work directly as part of the team. Staff meetings are held every month and senior staff regularly lead the social and professional interaction with staff for example, by delivering training.
All staff at Four work in close knit client and practice teams every day. The company also conduct team building training and have weekly and monthly social events across the year.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
FD are always looking for ways they can improve their approach to employment. Their values help them focus their attention on how they can work better together to drive the business forward.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
The company provide a number of awards to recognise outstanding achievement, including The Most Consistent Consultant and the Top Consultant which is given to the consultant that achieves the highest invoiced fees within Ellis Fairbank.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
EcoSecurities is a very dynamic and exciting place to work with a very friendly and interactive workforce.
EcoSecurities support local university students through the provision of scholarships. They also give donations to disaster funds and match any offsetting done by employees.
EcoSecurities is a very dynamic and exciting place to work with a very friendly and interactive workforce.
The company is based on four pillars (Innovation, Investment, Inclusion and Internationalisation). These are driven by working groups which are responsible for delivery as well as policy development. All employees, regardless of seniority or discipline, are encouraged to play an active part in any of the groups they choose.
EA Technology Limited supports local communities including charities, schools and colleges.
Introduction of all new employees to senior management team, quarterly lunch meetings by individual business directors and an open door policy.
Employees are able to take on responsibility beyond their job description. Design Bridge also run a personal development scheme.
Design Bridge have openness and inclusive decision making. Employees can give opinions without repercussions.
All levels of staff work together in project teams. Employees socialise outside of office hours. There are also team building away days and training sessions.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
They ensure that employees who come up with an idea are credited with the idea and thanked for their contribution, usually via the intranet. In addition, ad hoc bonuses or gifts may be provided when an individual or team have gone beyond the call of duty.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats run regular stress awareness training. This allows all staff to look out for signs of stress. It has allowed CragRats to manage this growing epidemic. Before stress becomes a problem, managers, colleagues and HR will step in to ensure they do something to ensure no negative impact is made on the person's health.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
The Leader and senior managers are always available to talk to staff and the company has an open and friendly atmosphere. The directors and associates also take part in team meetings where ideas and comments are sought.
Consarc Design Group Ltd are a member of Business in the Community network. They take part in charity fundraising annually and have put in place a Cycle to Work scheme for all staff.
Consarc Design Group Ltd office is a modern open plan working environment which creates a pleasant working atmosphere. Overtime is discouraged and there are flexible start and finish times within the core hours.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Balanced lifestyle workshops are run for employees to provide awareness around issues of balancing work and home life and the flexible working package helps employees to do this. They also offer every employee and their immediate family free access to ICAS, a well being provider.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Hard work is recognised and rewarded on individual merit through rewards offering numerous benefits. Good performance is identified through Performance Appraisals and discretionary non-contractual bonuses and area promotions are used as rewards.
Sports Club membership to the value of £480 per annum is available to all employees and CNP operate a Cycle to Work Scheme.
CNP offers a professional environment where employees can develop with the growth of the company, continue to expand their knowledge and achieve their aspirations within their given career path. Responsibility is given to the employee to manage their own workload and they receive continuous training and development.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET provide tailored development plans for their key talent using a competency framework. The focus is on career goals; where the employee is now; where they need to be; the gap in terms of competency and skill set and the training and development needed to help get them there.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
Through the 'Living the Values' scheme, employees who have been identified by their colleagues as having demonstrated behaviours that show alignment with the company's brand values are awarded with vouchers.
City & Guilds have recently implemented contribution-related pay awards and added to their benefits package. In addition to existing core benefits, employees can now purchase dental insurance, discounted childcare and retail vouchers and up to a week's additional annual leave, among many other new benefits.
Through the 'Living the Values' scheme, employees who have been identified by their colleagues as having demonstrated behaviours that show alignment with the company's brand values are awarded with vouchers.
Beyond the normal training budget Cedar try to organise masterclasses and coaching events in Cedar to help enhance employees' skills. They've had senior individuals from the sales, journalism and management worlds come in to talk to people in an informal setting.
They have introduced 100% Cedar Wellbeing, offering heavily discounted alternative therapies and ways of promoting personal growth in the workplace. The scheme arose spontaneously in response to employee suggestion.
In line with the company values, all staff are encouraged to participate in improvement activities as part of Cross Functional Improvement Teams. This gives staff the opportunity to work with and gain an insight into the work of other departments.
In line with the company values, all staff are encouraged to participate in improvement activities as part of Cross Functional Improvement Teams. This gives staff the opportunity to work with and gain an insight into the work of other departments.
CCEA offer a comprehensive volunteering scheme with each member of staff awarded one day per year to participate. The scheme enables staff to become involved in events which have a significant social impact including refurbishing special needs schools and helping disadvantaged youth back to education.
Caunton Engineering try to maintain as much communication as possible through regular newletters, team meetings, Employee Forum Meetings and away days. They are constantly reviewing pay and benefits to ensure they are properly rewarding employees.
To help employees balance their home and working life, staggered working hours can be agreed through the Employee Forum. Caunton Engineering also have an Employee Benefit Trust from which discretionary payments are made to prevent hardship.
There is a strong history of people having risen through the company. Prospective and current employees can see that it is possible to become a Board Director or Senior Manager yet start out as an Apprentice on the shop floor.
Helix RDS aim to provide a pleasant atmosphere where staff can socialise. They have recently installed fresh ground coffee machines and also provide free fruit to all staff and visitors to the office. They also provide corporate membership to local gyms and swimming pools.
Their peer review process provides excellent development opportunities for all involved. Formal technical training is also provided, along with report writing, soft skills and leadership development training as required.
Their peer review process provides excellent development opportunities for all involved. Formal technical training is also provided, along with report writing, soft skills and leadership development training as required.
Employees at Cairngorm Mountain have free use of a local gym and swimming pool and the company provide free flu jabs on an annual basis. They also run a Cycle to Work scheme.
The whole company closes one day a year and goes offsite for a teambuilding day. Fun is also key so they have fun together, at least 4 social events per year are arranged by the company.
Employees at Cairngorm Mountain have free use of a local gym and swimming pool and the company provide free flu jabs on an annual basis. They also run a Cycle to Work scheme.
To encourage team work Butler & Young provide team building and training events. They also have area and office meetings which usually take place over lunch.
Butler & Young encourage their employees to develop by providing funding for professional qualifications. There is also structured progression for internal and external training by their training team.
Butler & Young encourage their employees to develop by providing funding for professional qualifications. There is also structured progression for internal and external training by their training team.
Business Design Centre are members of the Islington Climate Change Partnership. A percentage of Company profits is donated to the Morris Charitable Trust and they have defined and are ever increasing recycling targets.
If someone is acknowledged to have provided an outstanding contribution during the year they are presented with an award called the Starburst Award. All staff are also given the opportunity to nominate an employee of the month. The winner receives an extra days holiday.
Business Design Centre are members of the Islington Climate Change Partnership. A percentage of Company profits is donated to the Morris Charitable Trust and they have defined and are ever increasing recycling targets.
From serving healthy food in their restaurants to providing head massages, British Gas Business try to help employees live and work happily. They organise regular seminars on different aspects of healthy living and there are specific programmes for people wanting to stop smoking, lose weight or get fitter.
‘Learn To' is a management development programme for all first-line managers at British Gas Business. Managers take a series of courses, including ‘Learn to Lead', ‘Learn to Manage' and ‘Learn to Inspire'. The actual training brings in online learning and practical challenges.
With one team leader to every 11 employees, British Gas Business have close-knit teams where managers develop strong personal relationships with their people. They believe effective managers have to lead from the front and show they understand the jobs of their colleagues.
All new starters at British Credit Trust have lunch with the Chairman and the CEO. The leadership team also hold ‘town hall' communications and regularly undertake floor walkabouts.
All new starters at British Credit Trust have lunch with the Chairman and the CEO. The leadership team also hold ‘town hall' communications and regularly undertake floor walkabouts.
British Credit Trust recognise employees through special awards. People can be nominated by their fellow colleagues and every quarter the person with most nominations wins £250.
Brahm encourage all employees to attend Brahm University and Volunteers Plus sessions during which they get to work with members of staff from different specialisms and improve their leadership and other skills.
Brahm harness the enthusiasm and generosity of spirit of their employees by being involved in the volunteering programme, Leeds Cares, sharing time and skills with the local community, in particular St George's Crypt, a homeless charity.
Brahm encourage all employees to attend Brahm University and Volunteers Plus sessions during which they get to work with members of staff from different specialisms and improve their leadership and other skills.
bptw have committed at least 1% of their profit to charities nominated by staff on an annual basis. In addition, they encouraged and sponsored staff and clients to take part in a number of charity events and their team collected the most sponsorship in this years Butlins Swimathon.
bptw updates on projects and events are regularly published on their daily news page and senior staff make a point of congratulating the team involved. In addition, the weekly team meetings allow for discussion and praise.
bptw updates on projects and events are regularly published on their daily news page and senior staff make a point of congratulating the team involved. In addition, the weekly team meetings allow for discussion and praise.
Boyes Turner encourage all employees to continually develop and extend their skills throughout their careers. Each member of the firm has a training budget which they are expected to spend annually. A number of staff are currently studying for first and second degrees fully paid for by the firm.
Most staff participate in the numerous social events that take place at group and firm level including weekly after work drinks events and after work quizzes as well as theatre trips, go-karting events, BBQ's and theme park trips.
The benefits package at Boyes Turner includes amongst other things, regular bonuses for all staff as well as healthcare, pensions, life insurance, discounted PCs and bicycles, local restaurants discounts, on-site catering and gym membership.
Black & Decker hold annual Excellence Awards for outstanding performance. Winners and their partners attend the fully-funded global "Circle of Champions" trip to the Caribbean. Employees must have clearly demonstrated that they live the values of the organisation as well as excelling in their job performance.
Each year Black & Decker conducts an Organisation Review in which the company considers the current and future capabilities of the business from a people perspective, focusing on developing our own talent and carving career paths. Requirements from this lead directly into Learning and Development programmes and workshops, and also into projects to give individuals the experience they need to prepare them for their next role
Black & Decker hold annual Excellence Awards for outstanding performance. Winners and their partners attend the fully-funded global "Circle of Champions" trip to the Caribbean. Employees must have clearly demonstrated that they live the values of the organisation as well as excelling in their job performance.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
Flexible working options provided at Bidwells include job sharing, reduced hours and school hours contracts. Well being benefits include private healthcare, subsidised sports facilities and an occupational health programme.
Flexible working options provided at Bidwells include job sharing, reduced hours and school hours contracts. Well being benefits include private healthcare, subsidised sports facilities and an occupational health programme.
Bidwells leader meets all new employees joining the firm, visits all offices on a monthly basis and holds regular meet and great sessions as well as presenting at monthly inductions.
Outstanding individual contributions are celebrated by all. Special awards are presented each Christmas in every office for outstanding performance during the year. Individual service is also recognised and marked with a gift presentation at 5 years, 10 years, 20 years, 25 years and so on.
Outstanding individual contributions are celebrated by all. Special awards are presented each Christmas in every office for outstanding performance during the year. Individual service is also recognised and marked with a gift presentation at 5 years, 10 years, 20 years, 25 years and so on.
Efforts are recognised and the business structure allows for transparent development within a structured career path through the business. Benoy celebrate success as a company and individuals are highlighted in that celebration.
KB Benfield have appraisals with 360 degree feedback. They have a business critical learning and development plan. They also have an Investors In People recognition.
The Group Chairman is involved with several local organisations. They participate in fund raising for charities. They also have initiatives in the local community.
The Group Chairman is involved with several local organisations. They participate in fund raising for charities. They also have initiatives in the local community.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
Fox Murphy are committed to providing pro bono marketing to approximately 30 charities who ordinarily couldn't afford it. They also have a volunteer programme which was proposed and is run by 2 members of staff with delivery supported by the entire agency.
The senior managers of Fox Murphy disseminate operational issues to staff in an upbeat monthly newsletter. In addition, the company's comprehensive induction programme includes all directors and senior managers within the business.
Fox Murphy are committed to providing pro bono marketing to approximately 30 charities who ordinarily couldn't afford it. They also have a volunteer programme which was proposed and is run by 2 members of staff with delivery supported by the entire agency.
Bacardi-Martini provide a core management skills programme which is a modular programme designed for all first line managers and prospective line managers. This provides them with all the key skills required to become an effective leader.
Bacardi-Martini provide a core management skills programme which is a modular programme designed for all first line managers and prospective line managers. This provides them with all the key skills required to become an effective leader.
Bacardi-Martini provide a core management skills programme which is a modular programme designed for all first line managers and prospective line managers. This provides them with all the key skills required to become an effective leader.
There are various well being benefits available to employees including flexi-time, a staff childcare voucher scheme, health screening and advice and counselling support. B Braun also run well being workshops and health and safety assessments.
The ‘Job Well Done' initiative is designed to provide employees with an opportunity to be nominated and receive recognition for an outstanding and excellent contribution in the work place. The scheme is open to all employees and nominations may be received spontaneously at any time.
As part of their corporate social responsibility, B Braun Medical provide support to local schools, Yorkshire Air Ambulance and Sheffield Children's Hospital Charity.
Audio Partnership treat their employees fairly and ensure they give them something in addition to their salary, for example the annual overseas team trip and fun nights out at the company's expense.
At Audio Partnership, they recognise 'Heroes'. These are announced at all team briefings, celebrating those colleagues who have gone above and beyond the call of duty since the last meeting. ‘Superheroes' are announced when colleagues have done even more outstanding things.
The shareholders have committed to give 5% of profits to charitable causes. To date they have built schoolhouses in Niger, paid for a classroom at an orphanage in China and research into smoke hood technical design and implementation in Nepal.
Arram Berlyn Gardner always take part in National charity events such as Children in Need. They are also considering volunteering work with a local charitable organisation, which will link with the staff development programme.
Arram Berlyn Gardner's Partners and Managers are encouraged to say 'well done' and provide feedback. Employee salaries and bonuses are also very competitive.
Arram Berlyn Gardner's Partners and Managers are encouraged to say 'well done' and provide feedback. Employee salaries and bonuses are also very competitive.
When someone joins Arora, the induction focuses on people being at the heart of their business. Arora take their people managers through a number of key training courses such as "Leading and motivating a team" together with "Coaching Skills" so they continue to grow within the business.
Arora provide healthy options for staff lunches. As an employer, they are always looking at ways to make meal times more healthy for staff as well as giving them food that they enjoy.
When someone joins Arora, the induction focuses on people being at the heart of their business. Arora take their people managers through a number of key training courses such as "Leading and motivating a team" together with "Coaching Skills" so they continue to grow within the business.
Armstrong have frequent departmental and company-wide socials and team-building activities such as go-karting. They work in an open plan office environment and monthly internal newsletters provide an update from all departments including staff news such as new babies, weddings, new staff and achievements.
Armstrong have frequent departmental and company-wide socials and team-building activities such as go-karting. They work in an open plan office environment and monthly internal newsletters provide an update from all departments including staff news such as new babies, weddings, new staff and achievements.
A monthly internal newsletter, The Armstrong Grapevine, provides an update on revenues targets and company news. A Staff Forum takes place every 6-8 weeks with a representative from each department and no line managers - all feedback is considered by the Board. An anonymous online noticeboard area is available for staff to air problems and to make suggestions for change.
They have a 'Smart Ideas Policy' at Accord Housing. For each idea that an employee submits, they will receive a cash award of £25. If the ideas result in cash savings of £2000 or more, the employee will be entitled to further one off payments.
Accord Housing Group pride themselves on excellent training provision, including opportunity for further education, such as MBAs. They also have a volunteering policy and several opportunities for their employees to learn more by applying for secondments around the business.
Accord Housing Group pride themselves on excellent training provision, including opportunity for further education, such as MBAs. They also have a volunteering policy and several opportunities for their employees to learn more by applying for secondments around the business.
Abbott have internal promotion across division and location. There is also the Abbott New Leader programme which trains new people managers (existing managers are welcome to attend relevant modules).
Chairman's Award – highest global award bestowed to an employee. President's Award - Board of Management nominations where it is felt the performance is ‘head and shoulders' above other award winners and therefore worthy of international recognition. Board Awards - Exceptional performance in living one or more of the company values to the overall benefit of the UK company. This award also recognises consistency of performance. Divisional Awards - Outstanding performance in living one or more of the company values and helping the division achieve its strategic goals and/or significantly benefiting the division. Also to recognise a performance beyond the role expected.
Abbott's Targeting Success Programme takes high potential junior employees, believed to have at least two promotions ahead of them and involves them in a year-long development programme.
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