Team Cohesion = Performance

They strive to ensure that their employees feel rewarded for their efforts. Their ‘My Recognition' scheme allows anyone to send a thank you e-card or nominate anyone else to receive a monetary gift for living their values to a colleague or customer. Local initiatives such as certificates, chocolates or recognition in local newsletters work really well as does a thank you or well done from leaders at every level. Team leaders are trained to recognise the differing motivators for individuals and teams and positive examples are shared. Bonuses can be worth up to 30% of a front line customer service representatives salary, through annual or monthly bonus schemes. Long service awards of up to £1500 are given, depending on length of service. Flexible benefits allow employees to choose the benefits that most suit their lifestyle from shopping vouchers to BUPA cover for families.

They strive to ensure that their employees feel rewarded for their efforts. Their ‘My Recognition' scheme allows anyone to send a thank you e-card or nominate anyone else to receive a monetary gift for living their values to a colleague or customer. Local initiatives such as certificates, chocolates or recognition in local newsletters work really well as does a thank you or well done from leaders at every level. Team leaders are trained to recognise the differing motivators for individuals and teams and positive examples are shared. Bonuses can be worth up to 30% of a front line customer service representatives salary, through annual or monthly bonus schemes. Long service awards of up to £1500 are given, depending on length of service. Flexible benefits allow employees to choose the benefits that most suit their lifestyle from shopping vouchers to BUPA cover for families.

New managers go through a full manager's induction course and a moving into supervision course to support them as they take up their new role. Islington has approximately fifty qualified senior management coaches across the organisation who are available to coach manager's and colleagues whenever required.

New managers go through a full manager's induction course and a moving into supervision course to support them as they take up their new role. Islington has approximately fifty qualified senior management coaches across the organisation who are available to coach manager's and colleagues whenever required.

Globally, they have a Corporate Responsibility Committee. Each member champions environmental issues in their respective regions by giving such as presentations and support for environmental initiatives. In the UK they have a team of forty one environmental champions who represent a group and or a floor, this team is co-ordinated by the Environmental Practitioner. In November 2009 they made the shift to Bin the Bin which is a scheme designed to increase recycling by replacing standard desk side bins used by each employee with localised waste and recycling points. All construction waste is sorted and recycled and where possible and all furniture procured is made from recycled content. They also support the local community for example through their work in education in Hackney. Social mobility is a significant challenge for the professions and, through a range of activities, they try to inform and inspire the aspirations of young people near to their office.

Globally, they have a Corporate Responsibility Committee. Each member champions environmental issues in their respective regions by giving such as presentations and support for environmental initiatives. In the UK they have a team of forty one environmental champions who represent a group and or a floor, this team is co-ordinated by the Environmental Practitioner. In November 2009 they made the shift to Bin the Bin which is a scheme designed to increase recycling by replacing standard desk side bins used by each employee with localised waste and recycling points. All construction waste is sorted and recycled and where possible and all furniture procured is made from recycled content. They also support the local community for example through their work in education in Hackney. Social mobility is a significant challenge for the professions and, through a range of activities, they try to inform and inspire the aspirations of young people near to their office.

There is a budget in place specifically in place for fun and social events. These have included a team photography competition, wear it pink day for breast cancer and a Eurovision lunch. As an organisation they also hold formal team building events. The most recent was an externally facilitated two day event with their client services and business development teams. Such events allow employees to relax and have fun outside of the work place and gain new skills.

Minimising their impact on the environment is a core part of the company's culture and new employees are informed from their first days within the company through their environmental induction presentation which is further emphasised in the group chairman's presentation. They have a dedicated engagement manager who is responsible for managing and promoting corporate social responsibility issues. They are committed to reducing their impact on the environment by minimising energy consumption, recycling as much as possible and reducing business travel wherever possible through conference calls, encouraging use of public transport and car sharing. They have light sensors in all common areas to ensure lights are not left on unnecessarily. Water filters on all taps discourage people from buying bottled water and there are clearly labelled recycling bins for paper, cardboard and glass. They are committed to becoming carbon neutral by the end of 2010. They also support the local community through a number of industry and education links with local schools, colleges and universities as well as relationships with other local organisations.

There is a Management Development Programme in place at Kids Allowed, giving people managers the training and support they need to look after their teams effectively. Managers also undertake Coaching Skills Training which encourages teams to coach each other internally and an external training facilitator supplies her contact details enabling managers to contact her directly.

There is a Management Development Programme in place at Kids Allowed, giving people managers the training and support they need to look after their teams effectively. Managers also undertake Coaching Skills Training which encourages teams to coach each other internally and an external training facilitator supplies her contact details enabling managers to contact her directly.

Employees identified with potential are given the opportunity to take on additional responsibilities and roles to help them achieve the next level. A range of training activities are on offer including skills courses in food hygiene and additional qualifications including NVQ's and degrees. Kid Ease support employees in obtaining formal qualifications through time off and funding. Any employee who has completed a course will pass any information to the rest of the team through staff meetings.

Many of the skills are learned 'on the job' so there is a buddy system in place for any new managers and a lot of skills are transferred via internal coaching. Support is given to all people managers as they move up the career ladder and they are provided with toolkits on sickness and absence, performance management and recruitment. Managers looking to pursue external qualifications are financially supported by the company and attend twice yearly management meetings to share knowledge.

Through the company's sports and social foundation, they offer a range of activities that staff and their families can participate in. Some examples of activities that have been organised are a trip to Colchester Zoo, spooky night and a pamper evening. There are also specific team events to recognise team work such as ten pin bowling, Go-Karting and meals in restaurants. There are also formal team building events held a couple of times of year. For example, last year there was the consolidation of the RVI and NDT product groups and as a result, a team building event brought together the respective product and sales management groups, where an evening of competitive go-karting was arranged at a venue local to Southend. After six hotly contested heats, the top ten drivers entered a ten lap final all aiming for the ultimate position on the top of the winner's podium. With trophies awarded, the teams departed. There was only one winner on the night - the newly combined and fully integrated and committed sales team.

Through the company's sports and social foundation, they offer a range of activities that staff and their families can participate in. Some examples of activities that have been organised are a trip to Colchester Zoo, spooky night and a pamper evening. There are also specific team events to recognise team work such as ten pin bowling, Go-Karting and meals in restaurants. There are also formal team building events held a couple of times of year. For example, last year there was the consolidation of the RVI and NDT product groups and as a result, a team building event brought together the respective product and sales management groups, where an evening of competitive go-karting was arranged at a venue local to Southend. After six hotly contested heats, the top ten drivers entered a ten lap final all aiming for the ultimate position on the top of the winner's podium. With trophies awarded, the teams departed. There was only one winner on the night - the newly combined and fully integrated and committed sales team.

Kellogg's offers employees a range of choices to create an individual work life balance that works for them. These include part-time working, flexible working hours for all employees, career breaks, home working and flexible benefits. Kellogg's understands all employees are different and have different personal commitments and aspirations which is why they operate a benefit system called ‘CornFlex'. CornFlex can be tailored by each employee to suit their needs and includes a range of benefits such as: childcare vouchers, cycle to work scheme, life insurance, discount on high street stores and the opportunity to buy and sell holidays. Kellogg's believes that creating an environment where work and life commitments can be properly balanced is vital to its success. They continuously monitor the market to ensure the company remains a leader in employee benefits, setting the standards for others to follow.

There are regular events organised by the new Sports and Social Committee to promote a fun environment, including a Sports Day in the summer when teams from each department compete against each other; Christmas Pudding classes where staff can learn how to make a traditional pudding; children's carol concert with Father Christmas; a fun talent competition and subsidised outings such as ice skating, concerts and sports events. Kellogg run a variety of team building events and has run over 20 in the last year. Each event is designed to meet the specific needs of a team and has a clear set of objectives. The team has participated in a variety of exercises using tools such as MBTI to understand each other better, feedback exercises to encourage open and honest feedback and exercises to agree and improve ways of working. All of these sessions have been highly participative and have had a fun element to them.

They support employees and their well being by undertaking a rolling programme of baseline health assessments and regular monthly health promotions. In addition to the core Healthy Hearts Programme and health topics they actively review suggestions for health promotions through from employee focus groups. They operate a flexible working programme incorporating home working and a Parental Leave Policy which allows for additional unpaid leave to be taken. The number of hours employees work is monitored and they can accrue lieu time. The occupational health department regularly hold campaigns to make employees aware of health and safety which covers the importance of a work life balance.

There is a budget in place for teams to socialise outside of work. The West Wales catchments have held events such as ten pin bowling and kayaking and many retirement evenings with a pub meal in a relaxing sociable environment. Teams are involved in sponsored community events such as events such as beach cleans and undertaking projects such as creating a garden for a school. There are also two formal team building ‘away days' per team each year. This involves activities chosen by the team and involves every member of the team.

Employees are recognised for their contributions. Those who have achieved long service are rewarded with a £250 bonus after five years service with the provision that the money must be spent doing something fun with other people in the company. Employees also receive vouchers and other thank you gifts from their line managers as applicable, for working overtime or going beyond their job role to assist the company.