The company have Friday drinks each week and end of the month drinks on a Thursday to encourage socialising outside of individual teams. The company as a whole also receive a newsletter from the UK President each week with the latest news and new business wins along with new joiner emails each week from HR. All internal training courses are open to all employees and are delivered on a weekly basis. The company also have work experience initiatives for more junior employees from the regional offices to spend a week in London and East Grinstead to learn more about RAPP and the wider business. The company moved offices in December 2015. The new office covers one floor in an Omnicom building, encouraging more internal interaction but also engagement with sibling agencies. The company also provide free yoga classes and the option to join Bootcamp during lunch or after work. .

The company have Friday drinks each week and end of the month drinks on a Thursday to encourage socialising outside of individual teams. The company as a whole also receive a newsletter from the UK President each week with the latest news and new business wins along with new joiner emails each week from HR. All internal training courses are open to all employees and are delivered on a weekly basis. The company also have work experience initiatives for more junior employees from the regional offices to spend a week in London and East Grinstead to learn more about RAPP and the wider business. The company moved offices in December 2015. The new office covers one floor in an Omnicom building, encouraging more internal interaction but also engagement with sibling agencies. The company also provide free yoga classes and the option to join Bootcamp during lunch or after work. .

Qubit offers a number of options for employee development, and they encourage all employees to take an active role in their own development by discussing career options with their line manager. They offer financial support for training qualifications that are for employee's current or future roles, as well as extra skills they would like to learn. For example, they have sponsored a member of the client team to attend an intensive coding course to further his knowledge of how our client engineer team work and to develop his skill set. Furthermore, the company sponsor several members of the finance team to complete their qualifications .They offered our client team several SQL and tableau sessions. The company is piloting a Lynda.com subscription for use in our marketing team. As well as using external providers, they run weekly internal training on our product updates, competitor information, sales processes and other requested topics. The company also run annual peer to peer appraisals, supplemented with the employee engagement survey tool which offers employees to give feedback to their peers whenever they wish.

Qubit runs a monthly bonus scheme named the Voice it, Own it, Do it Award. The purpose of this is to reward employees for work that goes above and beyond their day to day job role and improves organisational efficiency. This aims to reward those that embody the company values- Voice it, Own it, Do it. There are monthly open nominations, where peers nominate their team mates and detail the reasons for nomination. The winner is decided by senior management and announced company wide in the weekly kick off meeting. The company also share why everyone was nominated to all Qubit offices. The winner is also entitled to a monetary bonus of £1000.

The company has a very clear set of values that provide the foundation of their culture and behaviour. They have been written down and communicated since the company was founded. The values are reinforced from the top by company founder, Ian Hellens, who leads by example and demonstrates them in action at every opportunity, illustrating the difference the values make to their team and their clients. The senior management team spend time with recruitment partners and with candidates during their three stage interview process to ensure every recruit has the right DNA, in other words, that they naturally live the company values with integrity. The senior management team also bring the values to life at the start and end of the four day induction for new joiners, ensuring that the values are at the heart of the organisation from day 1. During the quarterly regional events, the senior management team present awards to members of the team who have demonstrated the values in action. They hold people to account for living the values and encourage the whole team to embed the values in our day to day business.

The company has a very clear set of values that provide the foundation of their culture and behaviour. They have been written down and communicated since the company was founded. The values are reinforced from the top by company founder, Ian Hellens, who leads by example and demonstrates them in action at every opportunity, illustrating the difference the values make to their team and their clients. The senior management team spend time with recruitment partners and with candidates during their three stage interview process to ensure every recruit has the right DNA, in other words, that they naturally live the company values with integrity. The senior management team also bring the values to life at the start and end of the four day induction for new joiners, ensuring that the values are at the heart of the organisation from day 1. During the quarterly regional events, the senior management team present awards to members of the team who have demonstrated the values in action. They hold people to account for living the values and encourage the whole team to embed the values in our day to day business.

All team leaders and managers enter into a specific training programme within the company which is a combination of professional ILM qualifications and in house training. All managers are then encouraged to specialise in their specific area of expertise, such as marketing or finance, so by the time a manager oversees a department, they have a combination of both experience and qualifications. Managers are provided with time off to attend courses and study packages and encouraged to continually share learning and best practice amongst colleagues. There is a strong coaching and mentoring culture within the company, which means that all future team leaders and managers benefit from the experience of those already in post.

The company has always encouraged cross department and team working, with a 'one company culture'. Every week, team members gather at HQ for an information sharing and learning session. This not only gives support to those that are in isolated offices but also ensures that everyone has up to date information and shares best practice and achievements. The company also encourages team away days, so they can focus on the future of their departments and what the plans are for the year ahead. The company try to incorporate some competitive activities too, such as the Property Management away day which had quad biking and clay pigeon shooting activities mixed with some sessions with the Director on the future of the business.

pastingThe Phoenix Car Company culture is steeped in giving something back. To the wider community, charity organisations and supporting worthy causes. £71000 last year is testament to the importance they place on this topic.

The company has understanding and approachable management. They also have attainable targets/ workloads.

The company have recently been through a rebranding exercise and brought all employees into the process. The team was invited to contribute ideas towards the vision of the practice, some of which are being implemented. The company communicate through monthly breakfast presentations, design presentations and charettes and the company intranet.

The company have recently been through a rebranding exercise and brought all employees into the process. The team was invited to contribute ideas towards the vision of the practice, some of which are being implemented. The company communicate through monthly breakfast presentations, design presentations and charettes and the company intranet.

The company support AAT finance qualification CIPD for HR CIMA ILM Leadership. There is Training Professional People Practice for managers. Also, How to manage performance for managers. The company offer Sales and selling skills Coaching and mentoring training. The company also offers induction training, time management and business planning.

Employee Business Forum Values are used in all employee communications and featured in all internal training materials.

The Firm makes a Christmas gift to secretaries and support staff, of John Lewis vouchers, a fully paid for Christmas Party is thrown for all staff each year. Those who have worked tremendously hard are also rewarded with an extra bonus.

The company send HR staff to schools to prepare them for interviews. Trainee Solicitors are sent to Testwood College to speak to students who may wish to pursue a career in law. The company run a work experience scheme each year for students. The Paris Smith Choir help raise money at Christmas for charity by singing at shopping Malls. The company take part in donating Christmas presents for disadvantaged children each year.

Last year the company took the decision to provide all our employees, regardless of service length or job seniority with private medical insurance. After a full market review, the company selected Vitality because of its heavy focus on wellness, not just on looking after employees when they're not well. As part of our PMI cover, the employees can take advantage of heavily-discounted spa days and breaks, and gym memberships which promote relaxation and lower levels of stress. They are also rewarded for having a healthier, more active lifestyle, with free cinema tickets, iTunes credits and Starbucks drink incentives, as well as receiving discounts with a variety of retailers. Employees can also select heavily discounted private medical insurance for their families as part of the flexible benefits package, subsidised by their flexible benefits allowance. The company also has an employee wellbeing programme called “Opus Energise” through which they promote physical activity, healthy eating, good mental health and stress management, all of which contribute to general wellbeing and therefore lower levels of stress.

The company has a comprehensive performance management scheme which is designed to encourage, recognise and reward high performance throughout the business. The scheme also encourages employees to put the company values into practice in their day-to-day roles. Every employee is given a copy of "A useful guide to Opus Energy's Performance Management Scheme" during their induction when they attend a training session about the scheme. Each employee is responsible for their own performance and progress with guidance and support from their manager. The performance management scheme works on a six-monthly cycle and at the end of each six-month period each employee's performance is scored out of 10, which is applied as a percentage of the salary paid to the employee during the six-month period. This is then paid as a performance-related bonus. The three areas that are measured as part of the bonus calculation are "individual objectives", "team targets" and "competencies".

The company use the Salesforce Chatter to encourage employees to communicate; there are separate groups for different teams. The company circulate a staff update each month which has an area for each department to provide information on their own area and what it has been up to over the course of the month. The Company also cover costs of one team event per quarter for all teams, on top of group-wide events that take place twice a year. They also hold management meetings every month after each directors meeting and each team then has follow on meetings thereafter to encourage regular communication between directors and the wider team.

The company use the Salesforce Chatter to encourage employees to communicate; there are separate groups for different teams. The company circulate a staff update each month which has an area for each department to provide information on their own area and what it has been up to over the course of the month. The Company also cover costs of one team event per quarter for all teams, on top of group-wide events that take place twice a year. They also hold management meetings every month after each directors meeting and each team then has follow on meetings thereafter to encourage regular communication between directors and the wider team.