Each client team get together every Monday to discuss what they have been up to, sharing coverage and what is coming up. They also encourage and facilitate each level across the company to meet up every few months to get to know each other and chat with their peers.

All members of the business participate in summer and winter appraisals. Managers are evaluated on their team's performance, wellbeing, and happiness, new business wins, adherence to budgets, and successful client relationships alongside their overall personal performance and contribution to the company culture.

Environmental practices including: a cycle to work scheme; encouraging greater use of video-conferencing; carbon offsetting; and encouraging working from home are in place at CIPS.

Each year departments nominate one individual from their team who has worked particularly hard, rewarding them with a place at the annual CIPS SM awards ceremony in September, providing an opportunity to get to know each other.

In the last year, The Brilliant Club have revised their approach to their Talent and Management Development Programmes. Rather than providing a formal programme designed for a small group of employees, they have developed a range of sessions to cater for the varied level of skill and experience within the management population.

The Brilliant Club have introduced themed team lunches where people are invited to bring a dish to share. Themes recently have included vegan dishes during Veganuary, national dishes from different countries and a rainbow-themed lunch during LGBTQ+ Pride Month.

The Alchemist has a clear policy of taking steps to 'belong' and contribute to its local area, with a programme of outreach to local groups ranging from good causes to the business community.

The Alchemist Provide employees with e-learning, external coaching, financial support for work related qualifications, job shadowing and paid time off for study.

Directors work in close proximity with their teams and monitor workloads via a weekly resource schedule and pinpoint immediately any staff who might be experiencing heavy workloads.

Terence O'Rourke run a structured induction with specific tasks to be completed by the new starter, their 'buddy' and other staff in the office.

The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.

The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.

Flexible working initiatives are available for employees at Techmodal, which include: compressed hours; home, remote or teleworking; career breaks and sabbaticals.

Throughout the year, Techmodal arrange regular visits to other organisation's for their staff. Recently this included an event with the Royal Logistics Corps and a visit to one of Amazon's fulfilment centres.

Directors regularly attend the monthly staff forum to hear feedback from a grassroots level and support the team in making changes.

Directors regularly attend the monthly staff forum to hear feedback from a grassroots level and support the team in making changes.

Swim England have an annual team awards ceremony. Employees nominate their colleagues across 7 categories of awards and then each category has a bronze, silver and gold winner. The awards evening includes a 3 course dinner and entertainment, and is promoted as a celebration of the organisations hard work.

To reduce the use of single use plastic cups for hot drinks, Swim England gave all team members a reusable keepcup. They encourage team members to take a picture with their cup whilst they are out and about and share via internal comms.

Swan is continually reviewing alternative technologies which can be used on new build sites which conform with policy and ensure an efficient and sustainable agenda.

Swan is continually reviewing alternative technologies which can be used on new build sites which conform with policy and ensure an efficient and sustainable agenda.