The Hotel is aware that rewards and recognition are vital as they help the teams feel a sense of personal accomplishment and with this comes confidence in their ability to perform successfully in their roles. Three times a year the company holds a communication meeting for all of staff in which they honour recipients of the MBE (Member of the Brand Experience) and OBE (Order of the Brand Experience). These are employees that really have stood out for going above and beyond the call of duty. However, to ensure that recognition is kept close to the surface, all employees are encouraged to give out “stars” to colleagues they think have done a great job. Stars can be traded in for a chocolate bar, or collected for a gift voucher. To ensure stars are given and to keep it high on the agenda, HR will raise this in the morning meeting every day, and then display on a recognition wall in the Heart of House areas along with an employee picture.

The Hotel is aware that rewards and recognition are vital as they help the teams feel a sense of personal accomplishment and with this comes confidence in their ability to perform successfully in their roles. Three times a year the company holds a communication meeting for all of staff in which they honour recipients of the MBE (Member of the Brand Experience) and OBE (Order of the Brand Experience). These are employees that really have stood out for going above and beyond the call of duty. However, to ensure that recognition is kept close to the surface, all employees are encouraged to give out “stars” to colleagues they think have done a great job. Stars can be traded in for a chocolate bar, or collected for a gift voucher. To ensure stars are given and to keep it high on the agenda, HR will raise this in the morning meeting every day, and then display on a recognition wall in the Heart of House areas along with an employee picture.

Roke has a Sports & Social club which offers access to wide variety of sporting activities. Onsite, Roke has a gym, tennis court and sports field. The Sports & Social club organises an annual rounders tournament, summer tennis league, yoga, Pilates and circuit exercise classes. Mountain bikes have also been purchased to allow employees to cycle at lunchtimes. Most recently, Roke has hired a personal trainer to help improve the fitness of their employees by having a weekly training sessions and offering advice on healthy eating. With regards to health, all employees can have access to the Company Counsellor/Occupational Health and the majority of employees are entitled to non-contributory BUPA (options of single, couple or family cover available). Health Assessments are available for Senior Management.

Roke's "Next Generation" programme sets out to inspire the next generation of engineers and scientists through direct contact with experts developing exciting new technology. Part of this scheme involved a ‘teach the teachers' session where teachers from across Hampshire were invited to Roke to be trained in new engineering techniques so these could be passed onto students.

Managers at Roevin have daily reviews, weekly review meetings, regular appraisals and one to one meetings with staff. Managers develop personal development plans with employees which is part of Roevin's appraisal Acquire, Ascent & Aspire programme. Managers also encourage employees to have and develop clear career paths.

Roevin supports employee development is through their specific role based learning plan. For example, an inexperienced recruitment consultant joining the company will attend a residential 3-day Training Academy. Back in branch, they have a specific 6-month Post-Academy training programme that is delivered on the job by the Branch Manager. Going forward there are specific skills based courses that cover all levels in their career, up to and including Roevin's Management Development Portfolio. Additionally, Roevin have a year-long leadership development Programme for those aspiring to Operational Director roles, as well as Executive Education programmes for their senior staff in conjunction with both IMD in Lausanne and INSEAD in Paris. In addition to Roevin's Instructor Led Training courses, through their Learning Portal, all employees have access to a range of internally-designed e-learning modules, as well as 13,000 externally-designed courses, including material on PRINCE-2, Lean Six Sigma and multiple versions of the Microsoft Office package.

The RKH Group believe their CEO Paul Bridgwater listens and truly takes time to understand the 'people issues' in the business as he directs the business with the future in mind at all times. This was recognised in 2008 when the CEO was voted CEO of the Year at the 'Reactions' London Market Awards.

The RKH Group hold regular team meetings to discuss workloads, future developments, staffing issues. Open dialogue by all participants is actively encouraged during these meetings.

Managers at Retirement Villages use action plans and discuss targets with their staff teams and feedback information to senior managers. Managers also recognise individuals at local level - this may be as simple as at the end of a shift just saying thank you. Regional Managers check to ensure that managers are completing appraisals and supervisions on a regular basis.

Each location has a manager/s who are responsible for the running of their village. Employees are involved in regular meetings with their managers where ideas and feedback are exchanged and then acted upon. Each location has a different approach to gaining feedback from staff. Managers then share what is happening in their location at the monthly Regional Meetings with Senior Managers.

Managers at Red Commerce ensure that the reviews they conduct have a '360' element to them, so that after each review both manager and team member have a list of actions to complete. Managers have regular informal feedback sessions with their teams and run regular breakout sessions with their teams to talk about hot topics and share ideas and information. At least once a month, managers will ensure that they spread some time with their teams in a less formal (i.e. social) setting to encourage honesty and openness, as opinions tend to flow more freely in this setting than around the desks! With regards to rewards, managers will offer both individual and team incentives for performance against a variety of targets, daily, weekly or monthly, and will also send emails around the business to highlight outstanding performances.

Managers at Red Commerce ensure that the reviews they conduct have a '360' element to them, so that after each review both manager and team member have a list of actions to complete. Managers have regular informal feedback sessions with their teams and run regular breakout sessions with their teams to talk about hot topics and share ideas and information. At least once a month, managers will ensure that they spread some time with their teams in a less formal (i.e. social) setting to encourage honesty and openness, as opinions tend to flow more freely in this setting than around the desks! With regards to rewards, managers will offer both individual and team incentives for performance against a variety of targets, daily, weekly or monthly, and will also send emails around the business to highlight outstanding performances.

Ralli recently held a team building weekend at Carden Park which involved guest speakers, team building exercises, and staff were rewarded with an evening meal and entertainment, all paid for by the firm.

As an organisation Ralli offers all members of staff regular, monthly social events to participate in.

Pure Recruitment Group holds a Quarterly Communications meeting where the company provides employees with information about the business and staff are actively encouraged to submit items for discussion and new ideas.

Last year's AGM was held at the Raceway and following the formal communications meeting, the entire company was split into teams for Go Karting. Races were held with the winners of each race being put forward to the final at the end of the afternoon.

Managers at Pricoa Relocation hold regular team meetings where they encourage open discussions and conversations about how the team are doing and if there are any concerns or feedback that needs to be given. Management arrange ETM sessions where employees are trained on the system and outline their personal objectives. Positive Organisational Scholarship sessions were introduced to encourage positivity in the work place. Management have run Customer Service Training for all employees and introduced a customer service pledge with 9 main principles.

Pricoa Relocation has bought in ECO buttons - this means that computers switch themselves off and the amount of money saved on printing can be recorded. This was an initiative bought in by the EOC to be more environmentally friendly.