DDB has a high investment in training and development. This is recognised as a key strength by employees and is a key factor in helping the staff retention rate to be consistently high. The organisation also participates in the IPA's continuous personal development initiative which enables employees to create a record of their personal development and training activities.
DDB has a high investment in training and development. This is recognised as a key strength by employees and is a key factor in helping the staff retention rate to be consistently high. The organisation also participates in the IPA's continuous personal development initiative which enables employees to create a record of their personal development and training activities.
DDB has a high investment in training and development. This is recognised as a key strength by employees and is a key factor in helping the staff retention rate to be consistently high. The organisation also participates in the IPA's continuous personal development initiative which enables employees to create a record of their personal development and training activities.
All Darwin Rhodes offices are open plan encouraging a strong sense of being part of a team. In addition, a social committee organises regular events and inter branch team competitions which all help to foster a collaborative working environment.
All Darwin Rhodes offices are open plan encouraging a strong sense of being part of a team. In addition, a social committee organises regular events and inter branch team competitions which all help to foster a collaborative working environment.
All Darwin Rhodes offices are open plan encouraging a strong sense of being part of a team. In addition, a social committee organises regular events and inter branch team competitions which all help to foster a collaborative working environment.
As Danwood is privately owned, there is a clear figurehead at the helm of the business who inspires and motivates the staff. The Leader regularly communicates updates to the staff via email and takes part in one-on-one meetings in regional areas with teams.
As Danwood is privately owned, there is a clear figurehead at the helm of the business who inspires and motivates the staff. The Leader regularly communicates updates to the staff via email and takes part in one-on-one meetings in regional areas with teams.
As Danwood is privately owned, there is a clear figurehead at the helm of the business who inspires and motivates the staff. The Leader regularly communicates updates to the staff via email and takes part in one-on-one meetings in regional areas with teams.
Dains have recently overhauled their training programmes to include annual appraisals and reviews every 6 months, soft skills training and a technical training programme. They also provide mentors for all employees.
In order to maintain well being, Dains provide fully equipped kitchen facilities for all employees to use, with free refreshments available.
The CEO organises regular meetings to inform the employees of any changes that have occurred or that may be happening. He also keeps employees up to date with a weekly good news email.
Well being benefits available to employees include Bupa Healthcare, eyecare cover, cycling equipment and critical illness cover and all employees have access to an Employee Assistance Programme.
Well being benefits available to employees include Bupa Healthcare, eyecare cover, cycling equipment and critical illness cover and all employees have access to an Employee Assistance Programme.
Well being benefits available to employees include Bupa Healthcare, eyecare cover, cycling equipment and critical illness cover and all employees have access to an Employee Assistance Programme.
In addition to the ongoing training they receive, managers at Citrix are supported through a variety of development courses.
Citrix employees are eligible for a number of benefits including a share option scheme, childcare vouchers, employee assistance programmes and life assurance.
In addition to the ongoing training they receive, managers at Citrix are supported through a variety of development courses.
Chevron provide health and medical services for all staff, including voluntary medical examinations every 5 years. They also provide Private Medical Insurance and an Employee Assistance Programme.
Chevron provide health and medical services for all staff, including voluntary medical examinations every 5 years. They also provide Private Medical Insurance and an Employee Assistance Programme.
Chevron provide health and medical services for all staff, including voluntary medical examinations every 5 years. They also provide Private Medical Insurance and an Employee Assistance Programme.
Managers are empowered to carry out their roles with autonomy and are supported to do so through a combination of development in a small group situation and one to one coaching.
In response to an employee survey, Cephalon have improved their reward package through implementing a Total Reward Statement and introducing additional employee benefits such as french lessons and a high street discount scheme.
In order to enhance and develop strong teams, Cephalon organise a variety of team building events and joint sales conferences give employees the opportunity to interact with each other.
Significant support tools have been created to enable managers to fully support employees' personal growth and the annual review process is a Performance and Training review where the two are fully integrated.
The annual Ely Award is designed to recognise employees who made extraordinary accomplishments that improved business operations. Specifically, this award honours accomplishments in cooperation and teamwork, cost reduction, customer service, process improvement, productivity, quality improvement, and technological innovation. Anyone may nominate a fellow employee or team of employees for the Ely Award.
The annual Ely Award is designed to recognise employees who made extraordinary accomplishments that improved business operations. Specifically, this award honours accomplishments in cooperation and teamwork, cost reduction, customer service, process improvement, productivity, quality improvement, and technological innovation. Anyone may nominate a fellow employee or team of employees for the Ely Award.
The benefit package offers over 20 benefits to all employees. Key benefits include: free gym membership, right to buy additional holidays, life assurance policy, healthcare insurance, contributory pensions and as much free fruit as you like.
The benefit package offers over 20 benefits to all employees. Key benefits include: free gym membership, right to buy additional holidays, life assurance policy, healthcare insurance, contributory pensions and as much free fruit as you like.
They are the primary ambassadors for a local charity. It is a charity designed to help identify, care and protect children who have suffered sexual abuse. Employees donate an amount of their salary on a monthly basis and Graeme matches this. Since sponsoring New Beginnings, the waiting list has gone down from 71 children to 7 but there goal is to get that wait down to 0.
They offer employee mentoring, coaching and continuous Professional Development.
They offer focussed and measurable goals for all managers, and portray a clear and honest communication policy. They also provide a coaching and training scheme to develop internal skills.
They offer inspiring leadership. Give full accountability for their actions at all levels and encourage the attitude that whilst there is a hierarchy, each individual has a key role to play in each project. They hold regular team/company events including regular social/sporting activities.
A bonus is given to employees who put forward successful land acquisition suggestions for new land on which Bardsley can build and develop.
Employees are rewarded with excellent social events and activities. Past Christmas parties have taken place in Barcelona, Monte Carlo and Rome, and not only boost morale but also enable the board to express a more personal level of gratitude to all staff.
A bonus is given to employees who put forward successful land acquisition suggestions for new land on which Bardsley can build and develop.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
Company founder, W.T. Burden, gifted a substantial shareholding to create Burdens Charitable Foundation (BCF), thus enshrining Burdens commitment to CSR in its ownership, visions, and values. The majority of Burdens profits are distributed to community projects in Africa and the UK. The company also encourage full scale employee share ownership and charitable giving and action.
They provide opportunities to progress where possible - delegating responsibility and authority, giving project work, internal promotion rather than external recruitment. Also when conducting pay reviews for salaried staff they reward outputs, recognising achievements at monthly supervision meetings not just at annual appraisal.
All staff have a programme of mandatory training which is fully resourced and funded. They are encouraged not only to seek formal qualifications but also opportunities for personal growth.
With a caring ethos, everyone is encouraged to look after each other. Generally, staff support and help each other with work, even when they don't need to. Brunelcare also provide sickness pay and conduct back to work interviews.
There are numerous opportunities for individuals to make cross functional moves through the company to aid their personal development. Annual development discussions are held with line managers to review career aspirations and any personal development goals with the aim of helping people reach their targets.
A Battlefield Bonus can be paid to those individuals who provide an outstanding contribution to the business that is significantly over and above what is required to fulfil their day to day position. The bonus can amount to anything up to three months salary.
Salary reviews are linked directly to performance in an effort to reward those who genuinely deserve increases. Employees can also take part in the company share scheme so they can enjoy the fruits of their efforts via the share price.
All teams within the business are client focused and this often means that specialists from different disciplines are brought together to achieve measurable objectives on behalf of individual clients giving staff from across the company the opportunity to work together closely on a regular basis.
There is a newly refurbished café area which includes large screen TV's, healthy snack vending machines and an opportunity to have meetings in an informal environment. All employees are offered a subsidised gym membership and are invited to apply to join the company contributed private medical scheme.
There is a newly refurbished café area which includes large screen TV's, healthy snack vending machines and an opportunity to have meetings in an informal environment. All employees are offered a subsidised gym membership and are invited to apply to join the company contributed private medical scheme.
BPP College value their employees highly and put a lot of emphasis on training and development, all of which is sponsored by the company. The company exercises an open door policy to help encourage new ideas and developments.
Any training opportunities are funded by the company to help individuals further themselves.
Any training opportunities are funded by the company to help individuals further themselves.
An on site occupational nurse carries out regular well being tests and develops healthy initiatives such as stop smoking campaigns. At any time an employee can request a lifestyle review as an optional service on top of the medical screening they are entitled to.
The induction plan for new starters includes being introduced to the senior management including the directors. The leadership team frequently attend training and development courses including ECI and TMS psychometric testing alongside residential courses. Monthly communications are presented to the company in person by the directors or the senior management who are also encouraged to attend all team building sessions and regional visits.
Biwater Treatment are aiming to build on their success in supporting primary schools with elements of the curriculum involved with the water cycle by moving the programme into secondary schools. The Northern Ireland area is involved with the young enterprise scheme where a commercial assistant works in a local school for one hour per week over six weeks.
A company wide Green Champions group has been established to support the companies work in reducing BIG's carbon footprint and sustainability. The company encourage working from home and video conferencing to reduce the amount of travel between sites and therefore the level of pollution.
A company wide Green Champions group has been established to support the companies work in reducing BIG's carbon footprint and sustainability. The company encourage working from home and video conferencing to reduce the amount of travel between sites and therefore the level of pollution.
The Employee Assistance Programme offers support to staff by providing a confidential counselling service for any problems that they may experience both in work and in their life outside work. Health screens are also available to all staff in the health care plan.
Employees are encouraged to take part in a wide range of activities and projects organised through seven strategic CSR partners, they also have a budget specifically set aside for charitable activities and staff are given time off by the company to enable them to take part in charitable work or local community related work.
Employees are encouraged to take part in a wide range of activities and projects organised through seven strategic CSR partners, they also have a budget specifically set aside for charitable activities and staff are given time off by the company to enable them to take part in charitable work or local community related work.
BHSF Group Limited enhance their leadership through coaching to develop people's abilities and confidence in dealing with changes from the introduction of new products to new ways of working. The management team collectively and individually, along with other selected colleagues, have coaching sessions from external facilitators.
A review of the firm's health and well being approach has recently taken place, resulting in a health and well being project plan to be launched this year. This includes review and revision of BDO Stoy occupational health process, the production of guidelines for line managers, employees and human resources and new health and well being Insight pages on their intranet.
BDO Stoy Hayward has invested heavily in tools and opportunities for all staff to share technical and commercial knowledge and promote informal learning.
BDO Stoy Hayward has invested heavily in tools and opportunities for all staff to share technical and commercial knowledge and promote informal learning.
The Chairman has created a Barhale Brand Image in which he is key. People are often of the opinion, when asked, that they work for Dennis, who is owner and Chairman.
The Chairman has created a Barhale Brand Image in which he is key. People are often of the opinion, when asked, that they work for Dennis, who is owner and Chairman.
Barhale commits 5% of its profit to be used for charitable purposes in the communities in which they work. One of the projects this year is the Midlands Business Unit that is sponsoring the Sandwell Youth Concert Band, helping provide a summer tour of Italy to children, many of whom are from disadvantaged backgrounds.
Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.
Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.
Occupational health assessment and health care is provided to employees. Balfour Beatty are also rolling out a programme of men's health and women's health days, where advice is given on nutrition, exercise and stress with blood pressure and body fat composition tests being carried out.
Continuous Professional Development supports all staff through professional accreditation with a variety of separate bodies. Avail have also supported staff through independent study in subjects without a direct link to the core aims of the business.
Continuous Professional Development supports all staff through professional accreditation with a variety of separate bodies. Avail have also supported staff through independent study in subjects without a direct link to the core aims of the business.
All new employees are given the opportunity to sit down with each of the partners and directors once they have joined the organisation for an introductory ‘getting to know you' meeting. There are no separate offices for partners or directors as they work in the same hot desk environment in an open office generating an atmosphere where they get to know and work alongside everyone in the company.
Arena hold away days and team building task days. They have various awards as well as monthly staff events and outings such as pop quizzes, NABS charity netball and football and art gallery trips.
Arena's CEO and Board Directors have an open door policy to encourage companywide initiatives from every employee. They hold monthly meetings to ensure that everyone is updated on company developments followed by a social event. There are also regular forums for employees to make suggestions and feed back on company initiatives.
Arena's focus is to help the entire company develop their individual skills and talent, enabling them to succeed and fulfil their career goals and ambitions.
The company has links with Habitat for Humanity, an international charity which builds homes for low-income families throughout the world. Staff teams in London and Boston have helped build flats for local families and our students have undertaken similar projects in South Africa.
The company have Customer Service awards for outstanding customer service. There is a Suggestions Scheme - cash awards for suggestions which will increase sales, decrease costs, or generally improve efficiency, working conditions, or other aspects of the company's business and Employee Referral awards for successfully introducing a suitably qualified candidate to the company.
The company hold divisional meetings and events to agree objectives and strategy. Social events are held on a regular basis and include paintballing, quizzes and team building events linked to psychometric testing, e.g. Myers-Briggs Inventory.
The Leaders interact and engage with employees by holding a Director roadshow and giving company presentations. They get involved on staff inductions to meet new employees and speak at team meetings.
The management Leadership and Development Programme has been developed to support a consistent management approach and encourage self-development.
Alternative Networks encourages team working and promotes a culture of enthusiasm and mutual respect.
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.
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.
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.
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.
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.
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.
Abraxas have flexible working solutions, private health care and agreements with local sports facilities.
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.
Managers are supported and developed through external and internal training and internal support and coaching.
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.
Support is tailored to individual needs rather than a global approach. There are a variety of training interventions from courses and external training to international opportunities. Employees start their development before they are managers by the Key Replacement programme and Aspiring Leaders.
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.
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.
Individuals at the council who have performed well may receive a financial 'honoraria' payment in recognition of their achievement. Also, teams who have performed well may receive funds towards a social evening out, to reward their efforts.
Individuals at the council who have performed well may receive a financial 'honoraria' payment in recognition of their achievement. Also, teams who have performed well may receive funds towards a social evening out, to reward their efforts.
Individuals at the council who have performed well may receive a financial 'honoraria' payment in recognition of their achievement. Also, teams who have performed well may receive funds towards a social evening out, to reward their efforts.
The council provide work placements for students in a variety of their services. These are arranged either directly with the students or with the placement office at the universities. Placements vary in length from 4-48 weeks and always focus on giving the student valuable workplace experience.
The council provide work placements for students in a variety of their services. These are arranged either directly with the students or with the placement office at the universities. Placements vary in length from 4-48 weeks and always focus on giving the student valuable workplace experience.
Aberdeenshire have developed a culture of recognising and rewarding employees through regular team briefs, where employees' efforts will be recognised by their line manager or supervisor. Colleagues are also encouraged to bring employees efforts to the attention of managers, heads of service and directors for recognition.
Yes Telecom have away days for senior management using outsourced Management support teams who specialise in helping clients to implement and manage a Continuous Professional Development (CPD) programme.
Yes Telecom have away days for senior management using outsourced Management support teams who specialise in helping clients to implement and manage a Continuous Professional Development (CPD) programme.
Yes Telecom aim to build strong teams. Social events are held such as the Christmas party and charity events. 'Together We achieve Results' is a core value included in the employee recognition awards.
WPA is active in the local community, supporting the local hospice, Business Link, charities, education projects, schools and events. They also open their full facilities, sometimes at weekends, to local organisations and charities as a venue for training, prize-giving and launches.
WPA is active in the local community, supporting the local hospice, Business Link, charities, education projects, schools and events. They also open their full facilities, sometimes at weekends, to local organisations and charities as a venue for training, prize-giving and launches.
WPA is active in the local community, supporting the local hospice, Business Link, charities, education projects, schools and events. They also open their full facilities, sometimes at weekends, to local organisations and charities as a venue for training, prize-giving and launches.
Worlds Apart values its employees, recognising individual contribution at all levels. It's a fast-paced environment with never a dull moment and they like to have a laugh at work and a lot of fun on the way!
Annual charity events are held to raise money for causes identified by team members and they work closely with schools in the local area.
There are three days off site Global Management training for all managers with an external coaching and leadership expert. They also receive 'Manager Evaluation' which is feedback from all reports followed by a one to one with HR Director.
Workshare build strong teams and hold team building days. All teams have budgets for separate team building events. The sales team recently went Go Karting in San Francisco after a training weekend.
There are three days off site Global Management training for all managers with an external coaching and leadership expert. They also receive 'Manager Evaluation' which is feedback from all reports followed by a one to one with HR Director.
Where possible staff are encouraged to work from home and there are a range of shifts to suit working families. Job sharing is available where possible.
The Directors and Senior Managers in Business work alongside our teams practically on a daily basis and there are close working relationships within the management team to encourage the development of high standards and a fun culture.
The Directors and Senior Managers in Business work alongside our teams practically on a daily basis and there are close working relationships within the management team to encourage the development of high standards and a fun culture.
Staff have developed a wish list of the type of organisation they would like to work in. Using what staff had told us, Whitefriars defined a vision, values and aims. This was branded “Stardust Strategy”.
Staff have developed a wish list of the type of organisation they would like to work in. Using what staff had told us, Whitefriars defined a vision, values and aims. This was branded “Stardust Strategy”.
Employees are encouraged to talk early to a manager at 1:1s if there are any problems and there are wrap around solutions to meet their short term needs. There are also various flexible working policies including flexi time, career break, job share and reduced hours.
Healthy Lifestyles grant and fitness check ups for the over 40s. Employee Assistance Programme. West Kent also provide subsidised massage and reflexology during working hours. Flexible working and Homeworking policies are in place and access to the IT network from home.
All teams have regular team meetings and a budget for awaydays. Cross team working is encouraged through: Can do Champions; IiP Focus Group; Staff Conference and Social Committee. Monthly Team Brief communicates what the organisation and different teams are achieving and what the challenges are.
Healthy Lifestyles grant and fitness check ups for the over 40s. Employee Assistance Programme. West Kent also provide subsidised massage and reflexology during working hours. Flexible working and Homeworking policies are in place and access to the IT network from home.
There are major volunteering programmes for staff and students and the University has numerous eco initiatives including cheaper travel cards, recycling and a sponsored free bus.
There are major volunteering programmes for staff and students and the University has numerous eco initiatives including cheaper travel cards, recycling and a sponsored free bus.
University of Huddersfield ensure staff receive competitive terms and conditions and there is a wide range of personal and career development available. A good quality physical environment and equipment is provided.
Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.
Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.
Housing is the foundation stone to a ‘normal' family life. Without a safe, secure and cosy home, customers struggle to gain employment, benefits, support etc. Twin Valley staff work on a daily basis to help them improve their lives, interacting with agencies and local authority support services on their behalf.
The Senior Partner has lunched with all assistants in all offices and is now lunching with all the support staff in all offices and hosts, with a senior manager, monthly buffet lunches for a cross section of staff.
The firm has for the last 10 years paid a performance bonus to all eligible staff. This year bonuses ranged from 3 to 15% of salary.
The Senior Partner has lunched with all assistants in all offices and is now lunching with all the support staff in all offices and hosts, with a senior manager, monthly buffet lunches for a cross section of staff.
TOR Homes offer flexible working and home working. To support employees' health and well being there is a generous sickness and annual leave allowance. In addition there is a Health Cash Back Plan incorporating medical and counselling services.
Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.
Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.
Every client project, from inception to delivery, involves cross-team working to pull together the relevant skills to ensure a successful event. A budget is made available for teams to hold social activities and invites to individuals from other teams are encouraged.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.
Team build events are available to all teams within the business, whenever they want to make use of them. Every mall person is eligible to benefit from The Mall's Discretionary Performance Bonus/Dividend.
Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.
Employees are recognised for their efforts and thanked regularly. To celebrate there is bucks fizz and celebratory breakfasts or lunches. Good news stories are publicised via the intranet.
As well as a "Make a Difference Day", Midsummer also have a Community Development Fund.
Midsummer operate a Leadership development programme called "Meridian". Employees are given a tailor made training plan and the opportunity to work in other teams in completely different roles.
To support and develop people managers there are 360 degree appraisals and Key Performance Indicators in place. Training and coaching is also provided.
To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.
To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.
All managers experience training on people management and the management of others, motivation, the power of positive relationships and customer care. In addition, each manager is personally mentored by a director.
Talacre have very specific Legal, Financial, Operational and Sales skills for their team to draw upon when required and they have ethical and honest working relationships. Health in Business is used to support managers with difficulties both personally and professionally.
Staff can receive praise and recognition in Heads of Department meetings and in Board Minutes and there are financial bonuses throughout sales departments, including receptionists.
Staff can receive praise and recognition in Heads of Department meetings and in Board Minutes and there are financial bonuses throughout sales departments, including receptionists.
All employees at Handelsbanken have the opportunity to attend regular well man/women screening and receive a gym subsidy if they belong to a gym. Everyone also has access to the Employee Assistance Programme.
Handelsbanken aims to promote interplay between branches, support function specialists and central units through awareness programmes, a strong sports and social committee and through networking opportunities and team meetings.
All employees at Handelsbanken have the opportunity to attend regular well man/women screening and receive a gym subsidy if they belong to a gym. Everyone also has access to the Employee Assistance Programme.
Employees are rewarded for their efforts by internal recognition at award ceremonies and conferences. They can also receive staff incentives worth in excess of £350,000 and increased colleague discounts to 30% on Own Label products.
Employees are rewarded for their efforts by internal recognition at award ceremonies and conferences. They can also receive staff incentives worth in excess of £350,000 and increased colleague discounts to 30% on Own Label products.
Stores, distribution centres and Head Office have participated in Superdrug's 'Bid for the Boss' campaign and the CEO has spent 16 days working on the shop floor, in distribution centres and in Head Office departments to get closer to the business.
Employees are consulted on many matters related to the workplace and their opinions are valued and acted upon by the board and senior managers.
Hard work, commitment, enthusiasm and results are recognised and rewarded at all levels with very fair rates of salary and performance related bonus. After listening to staff, they are also initiating a new staff sharesave scheme and other share option based rewards schemes.
Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.
Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.
Sterling Relocation present vouchers for quality recognition given by internal and external customers and clients. Vouchers or wine are provided to recognise new ideas.
Stephen George offer the opportunity to work at home for an agreed period if required, such as when returning from Maternity leave. There is also a degree of flexibility with the hours people work.
Stephen George offer the opportunity to work at home for an agreed period if required, such as when returning from Maternity leave. There is also a degree of flexibility with the hours people work.
There are Annual Personal Development Reviews and informal interim reviews.
The college sees employees as its greatest asset and invests heavily in creating opportunities for personal and career growth. The remuneration and benefits package is one of the best in the further education sector.
The college has strong values to which all subscribe and the supportive environment offers employees plenty of scope and opportunities for personal growth and career development.
Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.
To encourage team work and build strong teams there is recognition of high-performing teams including paid for meals and nights-out. Sonoco Trident also have customer focused team performance updates at "Time-Outs".
Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.
Soha Housing have various healthcare policies as part of their Employee Assistance Programme. This includes healthcare, access to unlimited, free counselling and assistance to quit smoking.
Soha Housing aim to develop leaders of tomorrow by rolling out their Leadership Programme to staff not currently in management roles. There is also a Competency Framework ensuring that managers are effective and efficient.
Soha Housing encourage team work with job shadowing and secondments. Staff make presentations at Chief Executive Briefings to explain to others what they do in their role and multi-disciplinary teams have been set up to solve any issues or problems.
To support and develop people managers within SME Insurance Services Ltd they operate a flat structure. All senior staff, whether a supervisor or director, are approachable and happy to get involved at any level or part of the business.
SME encourage free communication from employees and ask them to keep SME updated of changes in their life. SME openly consider any request that a member of staff may have that would ease any pressures they may be under.
SME encourage free communication from employees and ask them to keep SME updated of changes in their life. SME openly consider any request that a member of staff may have that would ease any pressures they may be under.
Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.
Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.
One of Soup's most successful staff initiatives is ‘I'm From Soup Get Me Out of Here'. Bi-monthly teams of six staff are given £3K and two days off to travel anywhere in the world, enjoy themselves, bond and come up with ideas to improve the company.
For the first time this year Simplyhealth has included a Wellbeing Index in its annual employee engagement survey - Express yourself. The Wellbeing Index has allowed them to measure and actively prevent poor wellbeing amongst their employees.
Simplyhealth Group have worked hard to give Social Responsibility an identity for employees. Subsequently, Social Responsbility is known as 'Being The Difference' in Simplyhealth. Opportunities are provided for employees to be involved which is important to them.
Simplyhealth Group have worked hard to give Social Responsibility an identity for employees. Subsequently, Social Responsbility is known as 'Being The Difference' in Simplyhealth. Opportunities are provided for employees to be involved which is important to them.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
The business closes for Development Day and everyone in the company joins in activities which are designed to be hugely enjoyable and to promote team building across the business.
The business closes for Development Day and everyone in the company joins in activities which are designed to be hugely enjoyable and to promote team building across the business.
At School Trends flexible working is available for all employees. People at officer level are able to bank time in half hour 'units' and directors, managers and team leaders have the flexibility to stagger their working day.
To reward employees for their efforts, Rydon Group recognise their success through stories on their intranet and invitations to corporate events.
Rydon have an annual off site staff meeting which all staff are invited to and also produce a bi-annual newsletter and comprehensive intranet site. In addition, they have established a staff social team to ensure that the views of employees are heard.
To reward employees for their efforts, Rydon Group recognise their success through stories on their intranet and invitations to corporate events.
As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.
To reward employees praise and recognition is given. Their pay and bonus will reflect their efforts and treats are given such as meals etc.
As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.
RMJM do not follow the route of many of the leading architectural practices which promote the work of just one ‘star architect'. Instead of being restricted by a rigid line management structure, architects at RMJM work in fluid project teams - partnering with and learning from, a range of colleagues from all offices.
To reward employees for their efforts RMJM offer employees a company bonus, an exceptional bonus and a long service award.
RMJM provide support and funding for professional qualifications and memberships. Talent is promoted where appropriate and provide opportunities to travel to and work in other offices worldwide.
Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.
Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.
The Training Academy accommodates staff from their first day to their last day. There are also 'Webinars' which are interactive training in small groups led by external specialists on specifically selected issues.
Rectory Homes Limited are very supportive of family situations that require changes to normal working hours. Rectory Homes Limited do not believe in people working long hours other than occasionally and actively encourage them to take all of their holiday entitlement.
Rectory Homes Limited are very supportive of family situations that require changes to normal working hours. Rectory Homes Limited do not believe in people working long hours other than occasionally and actively encourage them to take all of their holiday entitlement.
Rectory Homes Limited are very supportive of family situations that require changes to normal working hours. Rectory Homes Limited do not believe in people working long hours other than occasionally and actively encourage them to take all of their holiday entitlement.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
Randstad support promotion from within. It is very unique that within the organisation, the vast majority of the senior management team came into the organisation as a consultant and progressed within the company.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group offer flexibility in working hours negotiated with each employee. There is a Family friendly policy in place covering care for dependent relatives. Access to in-house medical and nursing staff for advice and counselling as well as employee assistance programme.
The leader and senior managers engage and interact with employees through the four social events they hold throughout the year and also via their newsletter and intranet.
Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.
Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.
The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.
Employees are able to apply for personal grants to fund courses in non-professional training and in more creative pursuits like photography or learning a new language. The intention is to encourage lifelong learning.
The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.
Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.
Improved and increased levels of performance management training including the provision of new modules such as interview skills, conducting appraisals, financial management etc.
All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.
All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.
They have the monthly support award - Employees nominate the support staff they feel have made a great contribution. The winners receive Selfridges vouchers, champagne and a certificate. The Top Achievers plus the support staff who have gone beyond their role are each awarded with a luxury holiday. Winners also receive an engraved crystal trophy.
MessageLabs pay for performance as part of the annual review and individual departments have a budget to give small rewards to staff.
Each quarter, at Messagelabs' business review, there are awards for employees and teams under set categories. At the annual business review they acknowledge outstanding achievements by giving three employees a Rising Star award where they are mentored by a business leader for the year.
MessageLabs pay for performance as part of the annual review and individual departments have a budget to give small rewards to staff.
Unsung Heroes - anyone can be nominated at any level in any department who has gone the extra mile. They receive a box of Cadbury's Heroes on their desk the following day. Idea Awards are given to people who have an idea that's been implemented and 'gone further' -a cash bonus and trophy is awarded.
Wisdom Wednesdays are an opportunity for departments to meet and deliver an overview of what each department does and explore ways of working more effectively together. This takes place over a buffet lunch on a weekly basis.
Wisdom Wednesdays are an opportunity for departments to meet and deliver an overview of what each department does and explore ways of working more effectively together. This takes place over a buffet lunch on a weekly basis.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
The company does not have a long hours culture. Staff are encouraged to take all holiday entitlement and overtime is paid. Home working is also an option for employees and they are provided with the necessary technology to allow this to happen, i.e. Blackberrys, laptops and remote access.
The company does not have a long hours culture. Staff are encouraged to take all holiday entitlement and overtime is paid. Home working is also an option for employees and they are provided with the necessary technology to allow this to happen, i.e. Blackberrys, laptops and remote access.
The CEO and senior management are proactive in thanking staff for projects well done by taking them out to lunch or using the rewards programme where a certain number of points are given and the points can then be used to buy a gift of the employees choice.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees have regular 1:1 meetings with line managers in which personal successes and achievements are noted.
Employees participate in local community events such as 'Leominster in Bloom' or other initiatives which are aimed at enhancing the environment. Support is given to local charitable projects, such as installing a new servery area for a youth project, free of charge.
Management Development Programmes are in place to support managers with people management ideas and learning. Managers are also assigned a mentor and a personal coach.
Management Development Programmes are in place to support managers with people management ideas and learning. Managers are also assigned a mentor and a personal coach.
Rising Star Award - A hero of the future, someone who stands out from the crowd, makes a huge difference to their hotel in a short space of time, have embraced the values and culture and taken every opportunity to develop the business as well as themselves. Someone who shows great hunger and ambition to progress within the organisation.
London & Country Mortgages plant 50 trees for each mortgage they do. They use recycled paper stock for all their brochures, envelopes and letterhead.
Teams have shared goals and awards and team events are held, the activities include go karting and outward bound courses.
London & Country Mortgages plant 50 trees for each mortgage they do. They use recycled paper stock for all their brochures, envelopes and letterhead.
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