Team Cohesion = Performance

Key initiatives in achieving a more effective management structure have been established in a mission, vision, values and goals which form the basis of the behavioural competencies. There is good communication at every level of the business and extensive investment in management development. This includes sales training, customer service and individual training as needed and e-learning for personal development.

The organisation regularly assists many local schools, clubs and charities with fundraising events, especially those within a 10 mile radius and a youth focus. Pentax is actively working to reduce its carbon footprint. All company vehicles are restricted on CO2 emissions to a maximum of 160.

Paragon is committed to affordable warmth and has improved insulation and fitted more energy efficient boilers in many properties. This not only reduces resident's fuel bills but also the impact on the environment. All waste paper from offices is recycled and energy meters have been installed to ensure energy is used more efficiently.

The organisation is currently developing extensive leadership and management development programmes which will run throughout 2009. All managers are provided with sound tools such as competency framework, staffing policies, rewards packages, advice and support.

The organisation has a charity budget and support is given to individual's charitable efforts. The Green Team work to encourage staff to consider their impact on the environment. Non profit making organisations are also offered discounted qualifying courses.

Benefits and development opportunities exceed those of similar-sized companies and many staff cite this as one of the main reasons they stay at OPP. Everyone has a personal development plan, agreed with their manager each year and includes a commitment from OPP to support each individual's growth. As part of its people strategy OPP recruits, where possible, internally.

Nutricia has an employee charity fund raising committee that participates in the DANONE ‘Supporting Life' global corporate social responsibility programme.

Face to face communications are of primary importance. Managers engage through an open door policy and business-wide briefings. Inter-face meetings take place between the Vice President and employees and there are regular team and divisional meetings and conferences. Success is recognised and celebrated. Being spontaneous in the celebrations and having fun is what makes life living.

The organisation acknowledges people's efforts through formal thanks from senior management and informal praise at every level. There is a structured performance appraisal system, competitive salaries and benefit packages that are benchmarked each year. Norton Rose also holds team outings and events in public recognition of hard work.

The organisation acknowledges people's efforts through formal thanks from senior management and informal praise at every level. There is a structured performance appraisal system, competitive salaries and benefit packages that are benchmarked each year. Norton Rose also holds team outings and events in public recognition of hard work.

Nigel Wright runs an internal management development programme that is attended by all newly promoted and soon to be promoted people managers. The first five days are structured around a balanced score card, the second phase is a two day event called “coaching for high performance”. External training is resourced to further enhance, support and develop managers.

The organisation provides a charitable trust where employees are encouraged to seek company funding for their favourite charities through the charities panel. The company supports local charities in a measurable way. They also have an environmental team, made up of a cross section of employees concentrating on reducing the carbon footprint.

They offer a cash back scheme to support employees with cost of dentist, optician bills, certain treatments and provision of counselling service. Contributions are given towards gym membership or other physical activities of choice. There are also relaxation areas and monthly visits from a practitioner providing on-site chair massages.

They provide staff suggestion schemes, and award vouchers to staff suggestions leading to improvements in our service delivery. Long service awards such as chocolates/wine for those who have been with the company for 10 years. There is also an employee of the year that gets awarded.

Performance Management at Navigant Consulting is a comprehensive programme with the purpose to achieve success for individuals and the organisation. They promote personal growth, encourage and drive motivation, recognise high performance, identifies and supports areas for development and enhances promotion.

They hold regular team and company meetings, conferences and strategic away days to collectively review performance and plan ahead. They offer training, seminars, workshops, and other cross-practice development sessions. Monthly internal networking and social gatherings take place together with summer and Christmas parties.

Outstanding achievement is recognised personally by the MD or the respective Office Leader. Study trips are organised every 18 to 24 months, to which all employees are invited; the last one was a weekend trip to Rotterdam in April 2008. The firm also offer a bonus scheme which shares the profits of the company with all staff.

Outstanding achievement is recognised personally by the MD or the respective Office Leader. Study trips are organised every 18 to 24 months, to which all employees are invited; the last one was a weekend trip to Rotterdam in April 2008. The firm also offer a bonus scheme which shares the profits of the company with all staff.

Muntons plc have negotiated reduced membership fees at the local sports and leisure centre which covers gym, swimming and class based activities. They also have a company indoor cricket team which is made up of employees from all sectors of the business. As well as providing occupational health services they also plan to introduce "Bike to Work" and "Wellbeing" initiatives.

Employees are rewarded with a profit-related bonus scheme and 8% was awarded this year. Notices and/or personal letters of thanks are also issued when special achievements or efforts have been made.