The CEO holds regular 'Breakfast Briefings' open to all colleagues and is a way for staff to feedback on anything they wish the SMT to know, or wish to ask the CEO.

The CEO holds regular 'Breakfast Briefings' open to all colleagues and is a way for staff to feedback on anything they wish the SMT to know, or wish to ask the CEO.

All senior managers at each site attend a monthly management meeting to review actions being taken to meet organisations goals.

Employee Forum commenced in 2019 which has representatives from each site and each department. Forum members represent all other employees from the same department and council colleagues for ideas on how to improve business and employee engagement.

The CEO leading Dove House has an open door policy reflected by all members of the Executive Management Team. The leader is highly visible, and regularly visits every department to spend time with staff and volunteers.

The hospice has an Environmental Policy which is reviewed annually and is the responsibility of the Health & Safety Officer, approved by the Director of Finance & Support Services. Details of this are available to staff on the hospice intranet. The building utilises solar panels, the benefits of which are twofold, both reducing the environmental impact of the site, and reducing operating costs of the organisation.

All employees that work for DJS (UK) Limited work from the same office in central Bournemouth. The office is open plan, which means that every team can interact with ease. Even the CEO does not have a secluded office, and he welcomes anyone approaching him with questions.

Table tennis and pool tables, dart boards and a projector with a screen for gaming have been added to the break room for employees to use as a way to get away from the desk and combat stress.

Every quarter the company holds an Executive Lunch. This lunch will consist of all members of the executive team, including the owners, and eight employees who have been nominated, by employees, and voted for, by the Senior Management Team. These lunches enable employees to enjoy lunch and afternoon with the Executive Team helping building relationships.

Day Webster have recently introduced a wellbeing service which is provided through a qualified mental health nurse. Employees are given the opportunity to use this service confidentially. If the registered nurse feels that the issue the employee is facing is work-related, they will try and encourage the employee to speak to the HR department or ask if they are happy for the nurse to liaise with them directly.

David Lloyd currently run two development programmes. One for team members to become ready for middle management roles called 'Step up to HoD'; and one for HoDs to become ready for a General Manager role called 'Step up to GM'. Both programmes have been designed and run by Operations and HR collaboratively and both have gained considerable credibility within the business with delegates feeling a sense of recognition in being selected.

David Lloyd have an employee engagement application called 'KITBag' which can be accessed via a computer, tablet or mobile phone. It is an informal tool which enables all team members to get involved, chat and share best practice, as well as the company being able to provide company updates, latest news and also promote benefits and key initiatives such as mental health week.

Every member of staff has access to a free, confidential helpline that is available 24/7 where there is a range of advice and support available, including a counselling service.

Thwaites trained a number of staff as facilitators and trainers which has been hugely successful in helping encourage collaboration, knowledge sharing, ideas generation and feedback in many more areas than before.

Currencycloud offer an Employee Assistance Programme for all employees. They also offer a Values, Vision and Goals workshop each quarter to allow employees an afternoon away from the business to consider their career and plan goals.

Currencycloud host meetings via Hangouts to allow the global teams to interact with ease. This also allows them to operate their flexible working policy and allows colleagues to attend meetings whilst working from home.

The Senior Management Team are first and foremost available to every member of staff, regardless of seniority. They actively engage in communication and discussions with every member of the organisation and this presence / availability demonstrates their commitment to ensuring everyone has a voice and can be heard.

The Senior Management Team are first and foremost available to every member of staff, regardless of seniority. They actively engage in communication and discussions with every member of the organisation and this presence / availability demonstrates their commitment to ensuring everyone has a voice and can be heard.

Onsite managers encourage their teams to train and gain external qualification. Helping with applications, course research and time to complete practical assessments onsite.

Connect subscribe every employee to Hospitality Action membership. This is free to every employee. All new employees receive membership from day one. They help and support those who work or have worked in the industry when they are in need.