Hays unique culture and environment utilises the strength of teams as a way of delivering excellence in recruitment and customer service to their clients, temporary workers and applicants. All teams are encouraged to meet together weekly to cascade messages, share issues and build knowledge. Managers are encouraged to manage teams as well as individuals and to ensure team events occur on a regular basis in order to strengthen the bond; this often includes a social element as well as business focussed activity. Office based incentives promote the strength of the team and awards enable the team to celebrate together both in a social context and on sports and experience events for example a paintballing day. Management conferences seek to encourage team building across specialist business functions and areas. These events often feature team events and utilise teams to solve problems and generate ideas and discussion.

The senior management team provide constant support and feedback internally to staff via established communications channels. There is sometimes a need to go outside of these and the senior management team in difficult times will often be seen floor walking to engage and re-energise the workforce. The Managing Director has his office on the same floor as consultants and it is not unusual for him to ‘hot-desk' when visiting other offices around the business and other senior managers will move around the business as much as possible. Both the Chief Executive and Managing Director give regular “blogs” that can be responded to with transparency online enabling them to be upfront and honest with their employees.

Granby Marketing Services believe that businesses are responsible for achieving good environmental practice and operating in a sustainable manner.They are committed to reducing their environmental impact and continually improving their environmental performance as an integral and fundamental part of the business strategy and operating methods. They also support local charities by donating client surplus stock wherever possible. They liaise with local employment agencies i.e. job centre and local colleges to ensure that when they recruit they utilise local resources.

Granby Marketing Services believe that businesses are responsible for achieving good environmental practice and operating in a sustainable manner.They are committed to reducing their environmental impact and continually improving their environmental performance as an integral and fundamental part of the business strategy and operating methods. They also support local charities by donating client surplus stock wherever possible. They liaise with local employment agencies i.e. job centre and local colleges to ensure that when they recruit they utilise local resources.

All employees are rewarded with twenty hours of paid time to undergo any training offered from the substantial Talent Development programme or external training. They request that these twenty hours are then matched by a further twenty hours of volunteered time annually. Other training that employees might undergo includes Gensler University, Annual 'Learning at Work Day' and Project Manager training. Over 90% of the large Talent Development programme is sourced and delivered internally. They hold an enormous amount of industry and cultural knowledge and talent from all areas of the globe their primary goal is to develop this.

Gensler lead sustainability efforts through a dedicated Sustainability Committee. This committee is made up of individuals who feel passionately about working within and promoting the issues of sustainability in the environment. New recycling or reduction schemes are communicated and promoted internally at monthly or six-monthly all staff meetings through bespoke humorous videos. Gensler's Community Outreach programme is driven entirely on the interests and entrepreneurship of all those involved. Through a volunteered Community Outreach Committee, their support of local charitable organisations is organised and implemented. The Community Outreach programme incorporates staff from all disciplines and levels working together on a diverse range of projects that have a long lasting positive impact on the charities they support. To demonstrate their commitment to effectively manage projects, sustain and protect the environment, they identify and evaluate the environmental aspects of all projects undertaken, setting measurable and realistic environmental objectives and targets to improve the environmental performance across the business. They also source environmentally sustainable materials, reduce their waste and consumption of energy and maximise opportunities to re-use and recycle where possible.

There is a variety of training opportunities available for employees including Leadership Programme, Management Development Programme and NVQs. Employees share information and knowledge through many means. Every quarter they have a Group Wider Management Team where they encourage teams to take the floor and share their successes and learning points; involving motivational speakers from time to time. There is also an annual staff event which provides a forum for sharing ideas across the group and the intranet is a constant source for knowledge sharing. Employees are also encouraged to have involvement in local community projects, work experience initiatives and skills festivals with local schools, colleges and universities and to maintain a continuous professional development log to help their progression.

They provide a competitive range of benefits which include flexible working, personal development opportunities and career breaks. In addition to these they also offer concessionary days off at Christmas and time is given for teams to enjoy a Christmas lunch together. They are hoping to introduce a reward strategy to offer other flexible benefits.

Employees are recognised by being verbally acknowledged for their effort and attainment and rewarded with cash prizes, incentives and financial reimbursement at the end of the month. There is also fun and games on the sales floor with raffles and computer games.

Freshstart have a culture of work hard - play hard and they believe they understand what makes their staff "tick" They take the wellbeing of their staff seriously, understanding, appreciating and recognising that staff have a choice of employers, so even in a recession, they are fair, respectful and tolerant.

Employees are rewarded in various ways. Milestone recognition is given by the Managing Director or Director who will make a short presentation and give the employee a card and gift from the Company and their fellow employees. There are also discretionary bonuses and gestures of thanks. The Company may also reward an employee if their suggestion to their newly formed Business Innovation Panel is adopted by the Company. This new forum allows employees to make a real contribution to driving innovation and making improvements in the business.

Employees are rewarded in various ways. Milestone recognition is given by the Managing Director or Director who will make a short presentation and give the employee a card and gift from the Company and their fellow employees. There are also discretionary bonuses and gestures of thanks. The Company may also reward an employee if their suggestion to their newly formed Business Innovation Panel is adopted by the Company. This new forum allows employees to make a real contribution to driving innovation and making improvements in the business.

As a small company eSpares encourage everyone to get involved in the areas of the business that are of interest to them and where they can add value. No one is pigeonholed into a job description and the organisation do their best to accommodate employee requests for flexible working hours and the ability to work from home.

If someone within the management team expressed interest in a workshop for more formal qualifications it would be supported within the business. eSpares operate an open door policy and it would always be their standard to support and mentor a colleague who needs it.

People managers are given a great deal of support. There is a Management Development Programme in place and the types of training they might receive includes mandatory training, corporate level training and divisional / individual training. 360 feed back is given as part of the Management Development Programme and internal coaching and mentoring is continual.

People managers are given a great deal of support. There is a Management Development Programme in place and the types of training they might receive includes mandatory training, corporate level training and divisional / individual training. 360 feed back is given as part of the Management Development Programme and internal coaching and mentoring is continual.

ENS Employees receive free occupational health checks as well as offering total flexibility to accommodate any personal or medical appointments. Whenever possible employees are given time off in lieu to help ensure that staff never work excessive hours.

Anyone wishing to take part in relevant further training through recognised formal qualifications are fully funded and supported with paid study leave. The average spend that the company invests in training is £2,500 per employee each year with approximately 200 hours allocated on average per person.