State of Engagement 2026 Report |
Download report
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
Frankham Consultancy have a ‘no food at your desk' policy and provide breakout areas to ensure staff do take a break. They also provide free or subsidised private medical insurance for those who wish to take it up.
They have a supportive culture and provide mentoring and leadership techniques to support and develop people managers.
All staff at Four work in close knit client and practice teams every day. The company also conduct team building training and have weekly and monthly social events across the year.
Four is a fast growing company which depends entirely on the excellence and motivation of its staff. They train staff, ensure that they have clear goals and career opportunities and encourage them to contribute and develop personally as well as professionally.
All senior managers including the CEO are very hands on and work directly as part of the team. Staff meetings are held every month and senior staff regularly lead the social and professional interaction with staff for example, by delivering training.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
The company provide a number of awards to recognise outstanding achievement, including The Most Consistent Consultant and the Top Consultant which is given to the consultant that achieves the highest invoiced fees within Ellis Fairbank.
All levels of staff work together in project teams. Employees socialise outside of office hours. There are also team building away days and training sessions.
Employees are able to take on responsibility beyond their job description. Design Bridge also run a personal development scheme.
Design Bridge have openness and inclusive decision making. Employees can give opinions without repercussions.
The management team are fully committed to the development of all employees and a clear career and development route is outlined and supported. All members of staff have mentors to allow communication to occur both on a technical and personal basis.
DBK Group focuses its success on the contribution of its employees and give recognition for individual and team delivery and outstanding performance. Recognition is given in many forms, such as verbal and written published on the intranet, along with benefits in financial or lifestyle improvements.
DBK group give people managers responsibility and autonomy in their area. They also provide 'Institute of Learning and Management' Training to help support and develop them.
They ensure that employees who come up with an idea are credited with the idea and thanked for their contribution, usually via the intranet. In addition, ad hoc bonuses or gifts may be provided when an individual or team have gone beyond the call of duty.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats run regular stress awareness training. This allows all staff to look out for signs of stress. It has allowed CragRats to manage this growing epidemic. Before stress becomes a problem, managers, colleagues and HR will step in to ensure they do something to ensure no negative impact is made on the person's health.
You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.
Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.
Complete the form and take the first step toward a stronger, more engaged organisation.