Their core values are integrated into how they do business, how they partner externally and internally, and these values are what enable the business to be commercially excellent in every interaction.

Their core values are integrated into how they do business, how they partner externally and internally, and these values are what enable the business to be commercially excellent in every interaction.

NAH introduced mental health first aiders to ensure colleagues have a safe place to discuss mental health issues, including stress, anxiety and depression. Additionally, they have a mental health pack, which helps start conversations between staff and line managers.

As part of their values-based recognition, NAH award colleagues who have demonstrated their continuous commitment to the company's values with a £250 scholarship. This can be used to develop themselves in whatever way they wish.

The company values form the cornerstone of everything the organisation does. Each employee gets a book outlining the Vision and Values. The CEO is often in the field and very approachable, even taking part in the annual CEO sleepout to raise awareness of homelessness.

The company values form the cornerstone of everything the organisation does. Each employee gets a book outlining the Vision and Values. The CEO is often in the field and very approachable, even taking part in the annual CEO sleepout to raise awareness of homelessness.

Externally, there are a variety of recognised qualifications that can be gained by members of the management team, who are encouraged to attend a diverse range of training, rather than apply a blanket approach and enrol all managers in the same course.

Externally, there are a variety of recognised qualifications that can be gained by members of the management team, who are encouraged to attend a diverse range of training, rather than apply a blanket approach and enrol all managers in the same course.

Every Friday is Frisby Friday, where employees are invited to head down to the local park to take part in activities and chat in an informal setting. Daily gym classes are also available for staff, while regular parties and social events help to promote relationship building among staff.

Once every three months, the gym team run a healthy eating food-tasting session where they bring pre-prepared dishes for all staff to try. Here, they will answer any questions relating to dietary concerns. Recipes are later published on the company intranet.

Quarterly sales days are held, which take form as a mixture of normal work-day activities combined with team-based tasks, including singing competitions, fancy dress and penalty shoot outs. They focus on creating a culture where people can enjoy themselves.

Manager performance is reviewed monthly, in line with the rest of the company teams, through completing a Personal Business Review form. The company do not believe in a scoring system and prefer to have an open dialogue on the things that are going well and what could be improved.

Matrix Networks look to promote a safe working environment for all staff through the continued development of safe-working practices. Employees are also encouraged to develop in line with company objectives.

The company provide an annual BUPA health check for all members of staff, and employees are aware the business operate a simple open-door policy, providing discretion on all matters, to ensure their wellbeing remains a priority.

The brand is dedicated to sustainable working and has joined the New Plastics Economy Global Commitment, which places the business among the front runners in the shift towards a circular economy for plastics.

The brand is dedicated to sustainable working and has joined the New Plastics Economy Global Commitment, which places the business among the front runners in the shift towards a circular economy for plastics.

All members of staff were taken to Edinburgh for the company conference, which ran over two days. During this event, the team took part in a tour of the city and an evening meal at a historic location with a murder mystery.

Feedback has driven a number of changes within the organisation. The brand changed reporting structures, project priorities, benefits packages, working hours, meeting reporting outlines, office decor, learning and development initiatives based on staff feedback.

Chief Executive Officer Steve Graham is in outlets on a weekly basis and he also communicates with the team by email and via a blog on their Iris employee app. He attempts to know all 570 employees by name and attends every Manorview Way workshop, totalling around 150 in 2018.

Manorview Group are passionate about giving back to the communities they serve. They regularly work with A&M Scotland who support children from deprived areas to offer placements to some of the young people in their membership.