Team Cohesion = Performance

All staff at Liquid Plastics are encouraged to have personal development plans. There is also a Future Leader Managers programme; potential managers can join this programme to help them develop skills for future use. This helps them to always, where possible, to promote from within.

All staff at Liquid Plastics are encouraged to have personal development plans. There is also a Future Leader Managers programme; potential managers can join this programme to help them develop skills for future use. This helps them to always, where possible, to promote from within.

Lighterlife has a dedicated charity, Little Havens. They also do fundraising for charities such as the Stroke Association and Breast Cancer. They also do their bit when it comes to recycling including donating unwanted paper to local schools. Employees also take part in the cycle to work and car share scheme.

There are many things that Lighterlife do to promote well being such as a dedicated Health and Safety team, provision of a relaxing cafe area with availability of the internet, TV, microwave facilities and newspapers, free tea and coffee and promoting a healthy lifestyle by providing in-house gym, LighterLife Foodpacks and cycle to work scheme.

Employees can attend a leadership training accredited course at the University. Senior managers are also encouraged to undertake a degree qualification related to their operational area.

Constant training needs analysis is undertaken monthly with employees, which includes discussions on personal growth and the options to take qualifications. NVQ is the backbone of training for all LOT staff. Staff are also given the opportunity to be seconded in to stretch roles to help and support them in their chosen career path.

Management training is held by an external trainer for all line managers but also runs regularly as an internal training session. The mentoring scheme allows new managers to discuss any issues or difficulties with experienced managers. Mentors can offer advice away from the direct team.

LEWIS is based on meritocracy. A team member is promoted when they have earned it, not because of how long they have been in the role. Career plans are provided for all staff at all levels to guide and direct them in their growth and development with the agency.

All employees attend an annual away day abroad. The business always ensures they say thank you and acknowledge excellent work as a result of this they also give discretionary rewards such as thank you dinners or small tokens of appreciation, as well as financial bonuses.

LECG link with the Royal Academy of Arts enable them to reach out to London schools to help them develop skills and confidence using the arts. They also have a link with a South London community group which enables employees to become an apprentice panel, judging young people and the ventures they've developed as part of the competition using their skills and business insight.

People managers join the LeasePlan Drive to Perform programme. This is a six-day programme of activities, specifically tailored for people managers, providing them with the skills and support necessary to become excellent coaches and managers. It concentrates on helping managers develop the ability to better understand differing strengths within their teams.

LeasePlan acknowledges the importance of identifying and reducing workplace stress. A formal policy aims to provide: a proactive method for identifying the causes and symptoms of stress; clarity on roles and responsibilities to reduce the causes of stress and a structured framework to enable managers to provide consistent and effective support to employees.

Commitment to environmental issues means that staff are encouraged to use public transport or bicycles wherever possible, even if it takes longer. The recycling initiative has reduced their contribution to landfill waste by 70% over the past 12 months.

LDA Design offer an Inspiration Training fund which people can apply to for money and extra time off in order to visit a place, exhibition, training course or something else that will inspire them in their work.

Managers are supported in this organisation by specific in house training, formalised Mentoring Programme and formal policies and procedures around Performance Management and Staff Development which is supported operationally by HR. Unusual for this organisations sector, a discretionary rather than formulaic bonus system allows them to recognise development in the broadest sense.

Managers are supported in this organisation by specific in house training, formalised Mentoring Programme and formal policies and procedures around Performance Management and Staff Development which is supported operationally by HR. Unusual for this organisations sector, a discretionary rather than formulaic bonus system allows them to recognise development in the broadest sense.

The group support a number of community initiatives and organisations by giving time, resources and financial support. Employee suggestions of such initiatives are actively encouraged.

An all staff bonus and incentive scheme is provided across the company which is based upon the success and profits of the company each year. Therefore staff are able to share in the success of the company and receive a financial reward for their efforts.

Kent County Council provide and manage a Total Benefits Package which includes non cash and cash awards, salary sacrifice schemes, carers leave and many more.

Kent County Council provide and manage a Total Benefits Package which includes non cash and cash awards, salary sacrifice schemes, carers leave and many more.