Line managers ensure that employees work loads are manageable and also monitor how many hours people are working. Also Metro are organising Personal Energy Workshops for all staff which are designed to investigate their personal energy levels through understanding the factors that either boost or drain one's internal energy battery and how the employee can influence their motivation drive and enthusiasm on a daily basis. There are a lot of flexibility arrangements of an informal nature, in operation. Metro have a flexibility policy which covers carers and people with children under the age of 16 or under 18 where disabled. This is where they grant flexibility on a more formal basis. Additionally, Metro have in the past, given extended periods of absence and/or flexibility for personal issues. A good example of this is where there has been bereavement.

Line managers ensure that employees work loads are manageable and also monitor how many hours people are working. Also Metro are organising Personal Energy Workshops for all staff which are designed to investigate their personal energy levels through understanding the factors that either boost or drain one's internal energy battery and how the employee can influence their motivation drive and enthusiasm on a daily basis. There are a lot of flexibility arrangements of an informal nature, in operation. Metro have a flexibility policy which covers carers and people with children under the age of 16 or under 18 where disabled. This is where they grant flexibility on a more formal basis. Additionally, Metro have in the past, given extended periods of absence and/or flexibility for personal issues. A good example of this is where there has been bereavement.

All managers have access to the industry body and seminars which are run for creatives, planners, account handling and finance. For example Meteorite's new Business Manager will attend seminars specifically for new business managers whereby they discuss best practice and how to ensure you get enough support for your company. Meteorite believe that they train all of their managers to manage people not subordinates. The HR Manager is responsible for their 'People Programme' and ensures that line managers receive quarterly training on team management skills and personal development.

Quarterly employee awards are announced in Meteorite's company meetings. Prizes include shopping vouchers, champagne and chocolates and activity such as a sailing day at Cowes. Employees are rewarded extra holiday after 3 full years and another 1 after 4 years and a Sabbatical after 5 years. Team leaders are empowered to reward team members with instant surprise and delight prizes including lunches, sweets and vouchers. Those who have achieved best practice are often made an example of in company meetings. Instant reward for New Business leads can amount to £100-£1000, recruitment £1000, award winning work - dinners, weekend away, spa days.

Merck Serono have personalised performance related bonus scheme for each employee who encompasses their individual performance and also has an element related to the overall performance of the whole team in the UK. Numerous recognition schemes and award schemes to recognise their employees contributions and successes e.g. Ambassador Award, Gold Club Award, Best Pharma Award, Shine Award, Innovation Award etc. The performance of both individuals and teams is also recognised and celebrated both at department, team and company meetings both verbally and in presentations as well as such other channels as internal communications, publications, plasma TV informational update screen's in their Head Office to name but a few.

Staff at Merck Serono recently contributed towards their in-house "Pakistan Flood Appeal" by buying Fair trade Chocolate - all proceeds of which went to the PFA charity. Merck Serono donated all the chocolate sold. They also organise and fund a Christmas Party for the residents of a local OAP' Residents Home. This is their ONLY Christmas Party. They also take them a present each. Globally the organisation supports many local country or world wide charities such as providing medicines and medically related supplies to under developed countries where populations are in need. By taking part in certain worthwhile company initiatives staff can ensure that funding is made available to help feed needy homeless orphans in the "Joy" Orphanage in Zambia, Africa.

Masternaut offers generous basic salaries which are well above average for its industry sector.Salespeople receive generous commission and bonuses - and have uncapped earnings potential. One-to-one meetings with the MD - Martin Port has a 'management by walking around' style - he establishes a regular dialogue with all staff and offers praise and encouragement to make colleagues feel valued and their achievements recognised. Colleagues can book a 1-2-1 with Martin whenever they want, and this open door policy encourages staff to tell management about their successes and achievements.

Masternaut has spent approximately £25,000 on fun and social events per head in the last year. Some examples of these events are; Family fun day - where all employees and their families were invited. An annual Xmas party which includes a formal reception, dinner and dancing, plus an awards ceremony. Awards are presented to different departments which celebrates and recognises their team success and 'Martin's Den' - an annual Dragon's Den style event where employees can pitch to the board in teams and at the end of the night the most innovative idea wins investment.

As part of their health and well being focus Lloyd's had themed food in their on-site restaurants and seminars on nutrition and health eating. Their restaurants always offer healthy food options which are clearly labelled. There is an Employee Assistance Programme with advice and counselling available. Lloyd's offer external Occupational Health support and Private Medical Insurance to help with costs of any treatment. There is an on-site nurse available for advice. Voluntary health assessments are available which include tests and advice. Health assessments are offered to all employees every two years.

As part of their health and well being focus Lloyd's had themed food in their on-site restaurants and seminars on nutrition and health eating. Their restaurants always offer healthy food options which are clearly labelled. There is an Employee Assistance Programme with advice and counselling available. Lloyd's offer external Occupational Health support and Private Medical Insurance to help with costs of any treatment. There is an on-site nurse available for advice. Voluntary health assessments are available which include tests and advice. Health assessments are offered to all employees every two years.

The Society invested nearly £15,000 in the employee association. During this time there were approximately 1000 employee association members. This cost includes the annual dinner which is heavily subsidised by the Society with half of the venue amount being paid as well as all transport costs. This is a total of approx £11000 per year for the annual dinner only. The employee association is run by its employees. As well as the annual dinner, events include darts competition, pub quizzes, trips to Dublin, pantomimes, strictly come dancing live tour, pub concerts, X factor tour, family days to Drayton Manor Park etc. and many more.

Lincolnshire is a co-operative business, owned and run democratically by its members (including their employees), operating convenience stores, pharmacies, post offices etc. which puts them right at the heart of the local community. They have a team of 8 people dedicated to working with their members and the local community which enables them to work with hundreds of charities and community groups each year and they're in the process of recruiting for a new role in each of their food stores to work closer with the local community and to help charities.

Lakehouse's founder and Chief Executive has a very distinctive management style. He has always operated an 'open door' policy and all staff, from managers to site assistants know they are free to speak with him in his office anytime and always receive a warm welcome. He makes great efforts to get to know staff on a personal level and even feels frustrated that with such rapid expansion and recruitment he finds it hard to keep up with getting to know all the new faces. Most times people meet him they are completely unaware they have just met the owner of the company, as he is a very unassuming man, rarely wears formal clothes and introduces himself simply as 'Steve'. Steve also encourages others to dress informally and come to work how they feel best comfortable.

Lakehouse's founder and Chief Executive has a very distinctive management style. He has always operated an 'open door' policy and all staff, from managers to site assistants know they are free to speak with him in his office anytime and always receive a warm welcome. He makes great efforts to get to know staff on a personal level and even feels frustrated that with such rapid expansion and recruitment he finds it hard to keep up with getting to know all the new faces. Most times people meet him they are completely unaware they have just met the owner of the company, as he is a very unassuming man, rarely wears formal clothes and introduces himself simply as 'Steve'. Steve also encourages others to dress informally and come to work how they feel best comfortable.

L&Q have team and individual rewards for great work towards targets. This includes dining out, theatre tickets, a bottle of wine, flowers, chocolates, book, CD or store voucher. They also hold annual outstanding achievers awards, they receive 2.5% of salary as a bonus for 5% of staff. The staff also receive an attendance award for 100% attendance of one day's additional annual leave and they have professional qualification awards of £100 for a pass and £200 for a pass with distinction.

L&Q have team and individual rewards for great work towards targets. This includes dining out, theatre tickets, a bottle of wine, flowers, chocolates, book, CD or store voucher. They also hold annual outstanding achievers awards, they receive 2.5% of salary as a bonus for 5% of staff. The staff also receive an attendance award for 100% attendance of one day's additional annual leave and they have professional qualification awards of £100 for a pass and £200 for a pass with distinction.

Knowledge for Action training activities include Sales approach training, NLP and Dale Carnegie Training.

For performance recognition the staff nominated winner receives a cup and presentation and a gift of their choice up to value of £100. After 4 years, 5 years and 10 years service there is a presentation of plaques and gift of up to £100. Instant recognition is a 'Wow' award for achievement and one gift of their choice up to the value of £100.

At King Sturge, the Joint Senior Partners have involvement with staff at all levels. The culture of the firm is such that all Board Members are seated in open plan offices, sitting alongside other staff at all levels. It is only in rare cases that they will have an office due to confidentiality and necessity. The senior members of the Boards therefore are very visible in the workplace and this combined with the Open Door policy which is in operation ensures that staff can approach and discuss any issues with them.

At King Sturge, the Joint Senior Partners have involvement with staff at all levels. The culture of the firm is such that all Board Members are seated in open plan offices, sitting alongside other staff at all levels. It is only in rare cases that they will have an office due to confidentiality and necessity. The senior members of the Boards therefore are very visible in the workplace and this combined with the Open Door policy which is in operation ensures that staff can approach and discuss any issues with them.