Net-a-Porter delivered a series of company presentations to the teams around the world. This is a multi-media presentation to celebrate their successes - group,team and individual, look at the upcoming plan and also revisit why they are here. The serious moments are tempered by videos including the Senior management team dancing Gangnam style. The ability of the senior management team to speak authoritatively, inspirationally, while being able to not take themselves too seriously is very precious, especially in the fashion industry.

Net-a-Porter delivered a series of company presentations to the teams around the world. This is a multi-media presentation to celebrate their successes - group,team and individual, look at the upcoming plan and also revisit why they are here. The serious moments are tempered by videos including the Senior management team dancing Gangnam style. The ability of the senior management team to speak authoritatively, inspirationally, while being able to not take themselves too seriously is very precious, especially in the fashion industry.

TLG Senior management team has long supported social events throughout its history and continue to actively encourage staff to engage in social events including fund raising activities within the community, many of which have proved not only to be sucessful but extremely memorable. TLG is happy to boast an average tenure for employees of over seven years, which for a company of over 250 staff is exceptional. The company hosts and finances an annual themed Christmas function for all employees to attend.

TLG Senior management team has long supported social events throughout its history and continue to actively encourage staff to engage in social events including fund raising activities within the community, many of which have proved not only to be sucessful but extremely memorable. TLG is happy to boast an average tenure for employees of over seven years, which for a company of over 250 staff is exceptional. The company hosts and finances an annual themed Christmas function for all employees to attend.

All managers have been trained on the 'measuring success' process, including how to agree SMART objectives, give effective feedback and assess performance. Managers recognise and reward colleagues in their teams in a number of informal and ad-hoc ways. These range from 'thank yous', notes from a member of the leadership team or CEO, a team lunch out, an afternoon off, food and drink. In addition, managers are encouraged to nominate their team members for formal recognition through the colleague Awards and Colleague Recognition events throughout the year.

They have a bi-annual work and a wellbeing assessment programme. This assessment measures the impact of work on colleagues' wellbeing and supports their belief that wellbeing is directly related to performance. The results of the survey inform organisation wide initiatives and team feedback sessions lead to team action plans to ensure that issues are addressed on a local team level. In addition, each area of the organisation nominates a work and wellbeing representative that are part of a team who feedback, advise of issues, review initiatives and ensure two way communication in between the assessments.

THT are renowned for their variety of fundraising and social events, many of which are attended by well known TV personalities and other celebrities. Many staff have the opportunity to volunteer at these events. The last such event was the charity's annual gala dinner where many staff enjoyed mixing with the cast from Eastenders and other TV actors. The selection for these events is done on a rota basis, so that, in time, many get the opportunity to dress up and enjoy the spectacle.

Managers have open and honest relationships with their staff so that personal issues and work life balance can be discussed. These form part of management induction to insure that managers understand the need to be flexible while still delivering the service that they are contracted to do. There is also mandatory 'Managing Diversity within your Team' training to equip managers with the skills to manage a diverse group of employees in an effective and reasonable way. Team Meetings have a set agenda which includes feeding back Charity messages to their staff. This is also encouraged in Supervision meetings. Managers also encourage their staff to attend any extra workshops where they will receive such information. There is a Daily News Bulletin sent to all staff highlighting THT news (internal, external and where they have featured in the press). Every Friday there is a magazine style Friday Post highlighting Fundraising events and other news. Charity messages are cascaded at both the Staff Involvement Committee and in Team Meetings.

Telecom Plus Plc does not have formal pay grades, individuals can be rewarded with above standard pay increases or where work has been exceptional, with Company Share Options. Whilst every employee upon starting is issued with Company Share Options, exercisable after three years, those who have performed above expectations can receive bonus Share Options. These Share Options are known to be a highly valuable benefit and is a meaningful way of rewarding and incentivising members of staff. The Company also has an Employee Recognition Awards scheme, whereby peers or line managers can put forward someone for going above and beyond the call of duty, for approval by the Management Team. Winners are celebrated on the Wall of Fame and in the Company Newsletter 'OINK!' and receive shopping vouchers. In addition, at the Christmas Party there is an ERA Grand Raffle, and last year, the First Prize was a three day trip to New York, staying in the Waldorf Astoria, with $500 of spending money!

The company's Management Team is accessible and approachable, which they believe accounts for their levels of staff engagement. A fun example of this was their Valentine's Cup Cake Day, all for Make-A-Wish. Members of staff could pay to put forward a Director of their choice to deliver a cup cake and personalised message to their Valentine. All day long the Directors, and particularly the company's CEO, could be seen running up and down the stairs, with cupcakes in hand, flourishing messages!

SRLV have a number of different ways of listening to employees. They find that the combination of different methods works well, these include: a virtual suggestion scheme, an anonymous suggestions box, an intranet where information and news are posted on a daily basis and a Staff Forum which meets on a monthly basis.

SRLV have a private health scheme that all employees are eligible to join. They offer free flu jabs to all staff every year.

Employees at Spring Personnel have bespoke training programmes devised for their specific job role requirements; these are in various formats but follow the ethos of career and personal development. Top Talent is a programme for Consultants to apply for who wish to be promoted to the next level up. The devised programme will allow them to gain experience, on the job training and be mentored by colleagues within the organisation to experience what the reality of Branch Managers role is. Career Ladders is a document provided to all employees to advise them of the expectations in their current role, how they can be supported and what they need to do to get to the next role. Career Development is a continuous priority in the organisation and it is always looking to improve the methods used to inspire and develop employees.

An annual conference takes place in quarter one each year, where ‘Superstars' are announced at an Oscars style ceremony. Individuals are nominated by their colleagues and recognised for their high performance or going the ‘extra mile'. The awards ceremony creates buzz and excitement as well as allowing colleagues to raise their profile.

The Sporting Index Group believes that by developing their employees, they are able to show reward for exceptional performance. They pride themselves on having many managers who have been promoted within the organisation. The company provides support, coaching, training and encourages exposure to areas of the business which employees are interested in. A recent example was an employee within the technology team being asked about their career aspirations in their annual review and they said they would like to move into an area which was client facing. The company arranged a mentoring scheme between the employee and a client facing manager to help the employee gain exposure and experience in the area, with a view to gradually developing their skills so the employee could move into the new area of the business.

On a company wide level, The Sporting Index Group part-fund the annual pool (snooker) competition which is available to all employees. The company organises participants into random groups, which ensures there is a mix of employee from different departments and different levels. They provide venue hire, food, drink and there is also a prize for the winner. Half the company normally takes part, with others attending as spectators. Other company wide social events include a golf day, a poker night, a cake sale and a darts competition. They also have regular pay-day drinks at a local pub where the HR team have been known to take on the Directors team at pool.

Sport Wales takes staff's health and wellbeing extremely seriously. They provide further information on a dedicated Health and Wellbeing page on their Intranet as well as providing links to other organisations. The HR department make raise staff awareness via posts on the intranet and posters of annual events such as No Smoking Day, and provide literature about the event as well as signposting staff in the right direction for some more help and information. Sport Wales was recognised for its good work in staff well-being by being accredited with the Welsh Government's Corporate Health Standard at Bronze level.

Sport Wales produces a staff magazine, Clubhouse, and in each edition staff have the opportunity to nominate a colleague who they feel has ‘gone the extra mile' within their work. As part of the nomination process staff have to detail what their colleague has done to warrant going the extra mile and what the outcome was. Comments are included from the nominee's line manager about their performance as well as a member from the Senior Management Team. A Staff Awards ceremony has been introduced, where people can nominate their colleagues for outstanding work towards the Vision.

Smooth offer an employee assistance programme which is a free, confidential service that offers expert advice, specialist counselling and support that helps staff prepare for and cope with successfully, all life events.

Smooth have their own Training Manager and training facility called the Smooth Academy which is unique to this industry. They have a Training and Competence scheme which is in place to develop the skill sets of employees within each job role. The company have also introduced a performance management system which includes the employee personal development plan. The development plan for each employee is reviewed every six months to see if they are on track with their objectives and goals. Smooth are also delivering an in house Institute of Leadership and Management management development programme to their management population. Smooth look to promote senior positions from within frequently as feel this demonstrates faith in their development programme.