Development comes from a number of different channels, including team leaders and coaches. Other channels include quality assurance and formal training programmes, plus promotions and progression through the company and within different departments.

Development comes from a number of different channels, including team leaders and coaches. Other channels include quality assurance and formal training programmes, plus promotions and progression through the company and within different departments.

Employees can self-manage any training courses or conferences they are interested in, receiving a training budget of £2,000 per year to spend on conference attendance, seminars, classroom training or channels. Staff then share their learning with colleagues through blogs, brown-bag sessions or presentations at the monthly company meeting.

The company has a wellbeing calendar of events, with sessions on topics such as personal finances, pensions and retirement planning, nutrition, mental health awareness, resilience, and physical health and wellbeing. All jobs are designed to ensure staff are well-supported in terms of workload and pastoral care.

Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.

Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.

New staff get a Microsoft curriculum. The company monitors this Dynamics Training Path, which forms part of the employee's KPIs during probation. Many work from home or from partner sites, so e-learning is popular.

People sit with teams but also move around, as changing locations can spark new ideas. They instil trust in people by using technology that allows remote workers to connect and get on with their tasks at home.

Managers have access to a ‘fun fund' for team-building activities, lunches or social events, while quarterly company updates are held to share news on business performance. A variety of knowledge-sharing sessions are also held on subjects such as emerging technologies, internal processes, project management methodology and company culture.

The company has an annual appraisal programme that sets out formal objectives for teams and managers. A rating is used to help identify individual levels of achievement, making it easier for HR and senior leaders to discuss the progress and performance of staff.

PSE are partnered with pupils at several London schools and staff regularly volunteer their time to tutor GCSE and A-Level pupils in STEM subjects for one hour per week during term times, while also offering coaching for university interviews.

PSE pride themselves on providing a stress-free workplace for all members of staff, and claim that because of flexible working and opportunities for reduced hours or unpaid leave, employees have the freedom to resolve issues on their own terms.

All colleagues have access to the company's LifeWorks platform, giving 24/7 access to a confidential helpline, counselling and support on a wide range of issues, as well as a range of discounts and perks. Staff also have access to free health screenings, wellbeing materials, drinks and food, as well as mental health support.

All colleagues have access to the company's LifeWorks platform, giving 24/7 access to a confidential helpline, counselling and support on a wide range of issues, as well as a range of discounts and perks. Staff also have access to free health screenings, wellbeing materials, drinks and food, as well as mental health support.

The company's Emerging Talent programmes for school, college and university leavers enables young recruits to pursue qualifications while also becoming well-rounded individuals through personal coaching. CPD sessions are held on a regular basis, focusing on the development of specific disciplinary knowledge, while a sponsorship programme helps staff pursue higher education qualifications.

The company rewards staff in a variety of different ways, including extra leave, a dinner with their partner or a simple bunch of flowers. An employee recognition scheme is also offered, which allows everyone the opportunity to recognise colleagues doing a great job, while a ‘thank you' box has been set up for a monthly draw.

Paddle have a learning and development budget, which does not require approval from management. The company also provides paid-for coaching, regular lunchtime learning sessions, external talks and events to boost personal development.

If a member of staff refers a candidate that is subsequently hired and passes their probation period, employees are given £3,000 personally, as well as £1,000 to a charity of their choice and £1,000 towards a team social pot.

Every Friday, Oktra hosts social gatherings in the office, with food and drink provided in the breakout area. An annual Christmas trip is also held to reward employees for all their hard work; last year, the venue was Osea Island, and this year Porto has been selected.

Oktra's managers cultivate a strong culture of communication and collaborative relationships, helping all employees stay updated and feel included. Each quarter, one person is awarded the ‘Team Member of the Quarter' prize of £200 to show recognition and appreciation for their hard work.