They offer a highly competitive commission scheme to their sales employees, and a generous bonus scheme for their non-sales employees as well as competitive salary packages. In addition to this, they run incentives such as holidays, most recently their incentive winners went to Cape Town and their next incentive trip will be to Rio, and anyone in the business whether they are in sales or support can qualify for the trip.

The Trainee Recruitment Programme is aimed at those with no or little recruitment experience and consists of 6 different workshops which cover the whole of the recruitment lifecycle. They recently had their ‘Festival of Training', the biggest single training event in the history of the company. The programme was covered in a three day event, with delivery from 10 of their managers and Senior Consultants sharing best practice.

For the past few years, amongst a number of other initiatives, they have a Winch team that cycles all the way from London to Monaco - a gruelling 900 km, 8 days, 4 countries all in aid of raising valuable funds to save the oceans. They managed to raise an amazing £80,731.46 for Blue Marine!

Nurturing creativity and encouraging cross fertilisation of skills are highly important for Winch. Over the last year alone, their 14 strong, Interiors Design team travelled abroad to experience first hand the art of glass blowing.

They have recently implemented various practices to improve the wellbeing of their staff. They hosted a 'Dogs at Work' day, which resulted in employees being in a happier and more relaxed while at work. It created a fun, but calming atmosphere which resulted in very positive feedback from their employees.

They have recently implemented various practices to improve the wellbeing of their staff. They hosted a 'Dogs at Work' day, which resulted in employees being in a happier and more relaxed while at work. It created a fun, but calming atmosphere which resulted in very positive feedback from their employees.

As a Premier League football club they have a relatively unique position in that they have staff and players from all around the world. One of example of how they utilise this diversity is to use their Academy players to help recruit coaches. Additionally, this diversity provides representative selection panels to aid their selection and recruitment.

Mentoring is actively encouraged within the Club at all levels. All staff receive the opportunity to be mentored by someone more senior in the organisation. The best example of this is that the Vice Chairman has employees that she personally mentors. In a recently launched initiative every employee has the opportunity to shadow other key staff members across departments.

They held their annual Summer event for all of their staff at Stubbers, which 110 members of their team attended. Stubbers is an adventure facility which provides individuals with the opportunity to have fun and interact with others. Throughout the day, everyone participated in group activities, which gave their staff the chance to build relationships with each other outside of the office.

They held their annual Summer event for all of their staff at Stubbers, which 110 members of their team attended. Stubbers is an adventure facility which provides individuals with the opportunity to have fun and interact with others. Throughout the day, everyone participated in group activities, which gave their staff the chance to build relationships with each other outside of the office.

Walnut invest in training in several ways, including MRS (Market Research Society) paid courses, external training courses (Discovery Insights, Line Management, Presentation Skills, Mental Health First aiders, Wellbeing at Work etc), coaching, conferences and webinars amongst other things.

In the months leading up to the value awards, team members are encouraged to nominate their peers and provide reasons as to why they think these people qualify for the award. Their 'Values committee', a team within the business charged with ensuring values are upheld and accurately reflect the needs of the business, culture that they strive to create, review the submissions and narrow down contenders.

The Managing Partner presents to all employees on the Firm's mission and core values. They run a series of presentations so that all members of the team can attend.

Career Conversations are lead by the Learning and Development Manager with all Solicitors to ensure continuous growth.

VioVet leaders don't have offices and choose to sit amongst the employees. They are very open to feedback and encourage people to have open and honest conversations with them.

VioVet reward Warehouse Operatives based on an efficiency measurement. They measure this based on multiple different factors in their role, and the overall score is marked 0-10. For anyone who scores 8 or more over the month, they receive 10% of their basic monthly salary as a bonus.

The business measures the performance of its managers through monthly 121s. Employee retention and wellbeing are prioritised in the same way business performance measures at regular management meetings.

Employees are rewarded for their efforts in a number of ways at Autorama. These rewards include performance related pay and profit related pay.

Employees are rewarded for their continued efforts with a number of benefits, including: staff discounts, loans, and an employee assistance programme.

Manager performance is measured in monthly one to ones. Full year objectives are set in July/ August each year, this is reported back to HR Committee and trustee board.