People Managers Matter

Power Technology Solutions focus on being a “people orientated” company who recognise the intrinsic value of each person within the company and look to nurture and develop the particular core skills and attributes that each individual brings to the organisation, not only on a professional basis but on a “life experience” basis as well.

They invest heavily in supplementing the existing skills and qualifications of their employees with further qualifications not only relevant to their own particular role but also to broaden their knowledge of other roles, skills and activities within related fields.

Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.

Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.

The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.

Employees are able to apply for personal grants to fund courses in non-professional training and in more creative pursuits like photography or learning a new language. The intention is to encourage lifelong learning.

NCSoft participate in annual industry salary surveys to ensure employees are receiving a fair deal.

NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.

Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.

Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.

All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.

All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.

Millgate Homes have away days, departmental dinners, free bar at local hostelry every Friday evening. They also provide annual bonus payments.

Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.

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.

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.

London & Country Mortgages plant 50 trees for each mortgage they do. They use recycled paper stock for all their brochures, envelopes and letterhead.

London & Country Mortgages plant 50 trees for each mortgage they do. They use recycled paper stock for all their brochures, envelopes and letterhead.

Employees are rewarded financially for their efforts. Employees are trusted to manage their own time and the Partners personally say thank you to employees.

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.

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.

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.

Hotelscene have a well being at work programme of initiatives and events that aim to reduce stress and promote wellness at work. These include yoga at lunchtimes, financial help to give up smoking, a Cycle to Work scheme, and subsidised massage and therapy days at the office.

The company focused on supporting 2 charities last year, a local hospice charity and a national children's charity. Hotelscene organised a wide variety of events to raise money and everything raised by employees is doubled by the business.

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.

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.

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.

The management population at GMAC RFC are supported with a variety of options including Ashridge Business School on- line, management development programmes, both at entry level through the accredited Institute of Leadership Management and more senior development delivered by De Monfort University.

The Sports & Social club is available to all permanent associates and provides year round opportunities to participate in a variety of sporting and leisure activities which creates an atmosphere which supports one of the Companies key values, 'Balance Life'.

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.

Design Bridge have openness and inclusive decision making. Employees can give opinions without repercussions.

Employees are able to take on responsibility beyond their job description. Design Bridge also run a personal development scheme.

The management team are fully committed to the development of all employees and a clear career and development route is outlined and supported. All members of staff have mentors to allow communication to occur both on a technical and personal basis.

DBK Group focuses its success on the contribution of its employees and give recognition for individual and team delivery and outstanding performance. Recognition is given in many forms, such as verbal and written published on the intranet, along with benefits in financial or lifestyle improvements.

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.

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.

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 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.

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.

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.

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.

‘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.

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.

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.