The company operates an open door policy where employees can talk in confidence to management about any issues they may have and vent constructively. Solutions to challenges often include flexible working arrangements, a change in workload or taking on different responsibilities.

SHI rewards employees with an annual performance-related salary increase, where staff are given a raise based on their contribution throughout the year. Employees are also given performance-related bonuses based on meeting specific goals.

SE's wellbeing policy demonstrates their commitment to encourage a supportive environment where employees are able to seek help and advice if experiencing stress, and steps are taken to ensure the health of employees is not placed at risk through excessive workplace pressure. The company's Employee Counselling scheme gives all UK based employees access to a free, confidential counselling service, 24 hours a day (as well as face to face sessions if required). SE's Healthshield programme also gives colleagues the chance to claim money back on therapies such as massage, known to promote relaxation and reduce stress. They have a number of colleagues who are trained harassment advisors and can be contacted confidentially by anyone who feels they may be subject to harassment or bullying (in addition to support offered by line managers, HR practitioners and formal grievance processes).

SE's strategy encourages a personal approach, they recognise working life,wellbeing, planning for the future and lifestyle. Staff are rewarded with a range of vouchers, gifts and instant recognition “Spot on” awards.

As a family owned and run business, co-founder and CEO Lewis Field takes pride in treating staff as family and showing interest in them, their personal lives and their families. Lewis very much has an open door policy and welcomes ideas, innovation and suggestions from all staff.

As a family owned and run business, co-founder and CEO Lewis Field takes pride in treating staff as family and showing interest in them, their personal lives and their families. Lewis very much has an open door policy and welcomes ideas, innovation and suggestions from all staff.

‘We are Santander fortnight‘ is an annual event for colleagues in Santander to celebrate what it means to work for the organisation. During the fortnight colleagues are encouraged to take part in a range of events, such as an ‘It's a Knockout' style competition.

Since 2013 all the energy Santander uses to power their offices in the mainland UK comes from renewable and carbon-neutral biomass sources. What's more, the company supports Age UK and Barnardo's, aiming to raise £3 million in total by the end of the partnership with the two charities.

sales-i ensures employees have time to relax and socialise by providing a table tennis table and equipment for use when taking a break from their desks. What's more, the company prides itself on its flexibility for parental requirements - including changing working hours to meet childcare needs.

One lucky sales-i employee, who is a keen runner, was allowed to work in the company's Chicago office so that he could take part in the Chicago Marathon. The trip was fully funded, with no annual leave required, and sales-i even contributed to his fundraising efforts.

Formal annual reviews happened twice yearly at the end of year and mid year. Outside of this the Managing Director has frequent one-to-ones with the management team and KPIs are monitored. Employees are encouraged to give feedback on their own managers as part of the annual review process.

Formal annual reviews happened twice yearly at the end of year and mid year. Outside of this the Managing Director has frequent one-to-ones with the management team and KPIs are monitored. Employees are encouraged to give feedback on their own managers as part of the annual review process.

Every year RTS Consultants arrange a company-wide event dedicated to sharing news about the company and its future, as well as having fun. In 2017, line dancing, hog roasts and bucking broncos were the order of the day, as part of their ‘Hog and Hoedown' event.

Every year RTS Consultants arrange a company-wide event dedicated to sharing news about the company and its future, as well as having fun. In 2017, line dancing, hog roasts and bucking broncos were the order of the day, as part of their ‘Hog and Hoedown' event.

The last engagement survey led directly to the organisation developing a people values framework and initiating leadership and management development training with the aim of bringing alive its vision and passion and strengthening the psychological contract between the organisation and staff.

Teamwork is promoted through various activities, including Thursday evening film club, lunchtime eat and meet exploring different topics, free breakfasts in their cafe and 'Random Coffee Trials' whereby staff can sign up to be randomly matched with a colleague every fortnight, and they go for a coffee together.

All employees get Fitbits and they run regular competitions to motivate everyone to be more active. Employees get personal-trainer sessions once a month after work. Collaborative working and strong relationships between colleagues are supported and there's a games room.

All employees get Fitbits and they run regular competitions to motivate everyone to be more active. Employees get personal-trainer sessions once a month after work. Collaborative working and strong relationships between colleagues are supported and there's a games room.

Roc have an employee share scheme, with everyone owning part of the business. The firm also has a quarterly review meeting where it awards gold disks for exceptional 'Roc Star' performance combined with a dinner voucher at a fancy restaurant and a parking space for a month.

At annual company updates, four employees are selected as Value Superheroes based on their behaviours and achievements over the year. They each get a cape with the relevant value on the back and wear them during company events.