Team Cohesion = Performance

Employees are extended a great deal of trust and are free to choose to work from home on occasions where they are not required to work at a client's site. The long hours culture is strongly discouraged and employees seldom work later than 6pm allowing staff to balance their work and home life.

The Alsbridge College offers a range of on-line training courses to employees to develop their skills. Development and career opportunities are virtually endless and each promotion is earned on merit alone and not on time served.

Allen and York organise daily meetings and one to one monitoring with all employees. The leadership team personally encourage a very positive work life balance.

They hold charity events and fundraising takes place throughout the year. The staff encapsulate the good work that is carried out for charities and non profit organisations.

Corporate Induction - AMS holds an induction every eight weeks for all new joiners. The CEO and the leadership team present key highlights from the three-year business plan together with the history of the organisation. There are workshops based on the five values which the leadership team are actively involved in both demonstrating and communicating.

People managers within AMS are given an objective as part of their annual appraisal process that measures and rewards them on their skills in the area of people management. People managers are given coaching and mentoring to help them develop and meet these objectives.

Airwave Solutions have introduced voluntary work in line with their customers needs: Special Constables, first responders and retained fire fighters. Time off in lieu is provided to encourage people to take up the opportunity.

Airwave has introduced a specific management development programme called Managing Growth: Developing Managers for a New Era. This is a modular training programme which focuses on the fundamentals of managing people and provides support following the training through emails, text messages, booklets and e-learning.

TAC Europe offer BUPA Health Care Scheme and CIGNA Dentistry. Employees also have the support of the Human Resources department and all managers operate an open door policy.

Employees benefit from an enhanced commission scheme, unlimited earnings potential and a bonus scheme for both commissioned and non-commissioned staff. Employees are also recognised through Excellence awards for outstanding achievement.

To encourage teamwork and build strong teams Abraxas organise an annual incentive trip. There are also management conferences and support team away days. Outward bound and residential courses are often used to bring teams together.

Abraxas have flexible working solutions, private health care and agreements with local sports facilities.

To support employees' well being Abcam have fruit delivered twice a week and they have an interactive health and safety policy as well as a Staff Forum.

The leader and senior managers engage and interact by being in an open plan office, they have weekly update meetings, quarterly company meetings and induction meetings with new starters.

As a small organisation the teams communicate and meet regularly, despite the geographical spread. Along with the functional away days this helps to promote team work and community.

As a small organisation the teams communicate and meet regularly, despite the geographical spread. Along with the functional away days this helps to promote team work and community.

The council have a number of awards to recognise employees' achievements, including the Mayor's Award which is an annual staff presentation which recognises significant individual contribution.

They have actively promoted Skills for Life and lifelong learning to all staff under the 'Train to Gain' initiative and are signed up to the Government's Skills Pledge. They also have a successful mentoring scheme in operation.