Gain Theory offers aninnovative Training Academy to employees. Every new starter takes part in amonth-long training programme where they receive £25,000 worth of training,delivered by internal experts over a three-week period.

Every month, the company finances a social event to get all the teams together. Past trips have included: Shakespeare in the park, outdoor cinema, trampolining, pub quizzes, darts, ping pong, Oktoberfest, Go Ape, ice skating, softball, mixed football matches and much more.

CEO Samir is willing to take all ideas seriously regardless of who they come from - whether from another manager or a team member. He is also incredibly approachable and sits in the main office with the rest of the company.

Coffee and Lunch Roulette is carried out bi-weekly, where individuals from other departments are randomly selected to have lunch or a coffee with someone else to promote cross-departmental bonding.

Members of the team are invited to bi-monthly People Briefings, which bring colleagues together to share success stories. In addition, the creation of a Drop-in Zone allows colleagues to meet, share ideas and be involved in key projects in different areas.

The business sets aside time to engage with Stress Awareness Day in order to encourage staff to look after themselves and their lives, while breaking down individual stressors. To raise awareness, staff were offered free massages, and were given top tips on combating the effects of stress.

Freebridge have a number of practices in place to ease workplace stress. This includes access to counselling, which helps individuals to address personal stress, and coaching to empower employees to find their own solutions to workplace challenges they may be facing.

Since 2014, Freebridge have run Providence Street community centre in King's Lynn, taking over when it was underused and in decline and turning it into a thriving, refurbished and buzzing resource. The centre provides office space for partners, such as the NHS, and provides a venue for local groups and activities.

Last year, colleagues were invited to attend a garden party at the Hospice Grounds as part of the organisation's All Team Day annual event. As a thank you to staff for their hard work, the event promoted relaxation and fun, with a live band playing in the garden, games and an ice cream van.

All of the line managers are able to 'job shadow' in other departments and this is particularly encouraged with its Care Department, as this enables our people to have a greater understanding of the care services that are offered to the children and families that the organisation supports.

All staff have their birthday off work - if a birthday falls at a weekend, they can simply take a day off in one of the weeks before or after the weekend.

Forest Fuels have donated wood chip to television show DIY SOS in Telford, creating a home for a very ill little boy. They also donated wood chip to a memorial garden in Devon commemorating a fallen soldier.

A flat management style ensures that employees are comfortable in quizzing the directors about the business in general. Upper management employ walkabout techniques to involve themselves in group conversation and to be on-hand to answer any questions.

A flat management style ensures that employees are comfortable in quizzing the directors about the business in general. Upper management employ walkabout techniques to involve themselves in group conversation and to be on-hand to answer any questions.

Fidessa have a peer-to-peer reward scheme whereby employees are nominated to receive a £100 voucher for going the extra mile. Winners are chosen by comparing their performance to the company's values.

Fidessa have introduced free lunchtime yoga, pilates and circuit training classes for staff in the Woking office. In all UK offices, the company offers 20 minute back and shoulder massages to relieve the stresses of everyday life.

CEO Kim understands the need to engage with the employees and goes out of her way to ensure she is communicating well. Importantly, she meets all new starters in their first week and checks back in with them after a few months to ensure they are happy at work.

Just some of the events they have supported recently include sending a team to build a sensory garden at a local primary school, taking part in Women In Engineering day with Wolverhampton University and working with a primary school to design a new advert for the company.

Leaders of the company aim to improve clarity in terms of structure, promotions and salary increases. This, in addition to a robust recruiting and retention policy, has demonstrated that the progression within the company is clear, open and merit based.

Leaders of the company aim to improve clarity in terms of structure, promotions and salary increases. This, in addition to a robust recruiting and retention policy, has demonstrated that the progression within the company is clear, open and merit based.