The organisation hold quarterly Lunch Clubs for up to 12 employees from across the business who go the extra mile in some respect or win an incentive. They generally get to have a say in what their outing entails; they always finish at lunch time on a nominated Friday.

Before officially starting, new employees are invited in for 30 minutes to meet the team, speak with their manager and set expectations before their first day.

Leaders actively participate, connect and communicate with team members on their digital communications platform, 'Yammer'. The executive team regularly share updates, comment on and like team member posts, bringing the business closer together.

Everyone who joins Selfridges attends The Big Yellow Welcome, an inspiring induction experience. This immerses new team members in the brand, family, values, service expectations and the Selfridges spirit, and inspires them to create an extraordinary experience for customers.

Scottish Ballet continue to work hard with their People and Wellbeing Committee (PAWC) which is represented by a member of each team including the Artistic teams.

Dancers are allocated a buddy when they arrive, someone who has gone through the same process and therefore can support them.

Savvy champion communication. Every summer they have an away day where they provide a strategic company update and a team building activity.

Savvy offers a very intensive and inclusive induction programme. Before any new recruit starts at Savvy they send them out an electronic Savvy Welcome Pack - complete with their role description and details of their induction programme including what to expect on their first day.

Savers have a flat structure to ensure that the senior leadership team are close to all aspects of the business. The stores are the primary focus and senior leaders are in stores every week, listening and talking to the teams.

Savers have introduced a new development programme called The Futures Leaders Programme. The Future Leaders Programme is aimed at fast-tracking a small group of high potential store managers and area managers to their next level of management.

Managers receive ongoing support through coaching and mentoring and paid subscriptions to the membership body.

SAHA provide access to online support, they constantly review employee workload and make reasonable adjustments if needed.

S&G Response have bespoke manager training on basic skills, conducted externally by a training provider Lamont Jones. This includes all people management policies and procedures and soft skills development for bringing out brilliance in their teams.

S&G Response believe in giving back to local charities and focus on children, the elderly and families in living in poverty. Employees are encouraged to collect non-perishable foods which are then donated to a local food bank.

RRG offer state of the art training facilities at a dedicated Learning & Development Academy at one of the RRG Centres in Stockport which is available to all employees.

The leader ensures they make regular site visits, and is visible and open to suggestions from all employees.

Their Objective Manager platform visibly aligns everyone's individual business and personal development objectives to the firm wide strategy and department business plans.

Every team is given £100 per team member each year for a team/department wide team building event that they can organise of their choice.

Royal Society of Chemistry run a 'wellness week' every two years, the aim being to engage employees in looking after their physical, mental, emotional and financial wellbeing.

Branded 'Thank You' cards are available in breakout areas so any colleague can say thank you for a job well done, hard work or exceptional effort by sending these to their colleague. Managers can recommend any individual in their team for an award up to £500 to recognise one-off work or achievement.