They currently recycle cardboard and paper and have recently brought in plastic and tin recycling at the request of the staff. They are also actively working towards becoming a fully paperless office.

Although the directors share an office, they operate an open-door policy where any employee can drop in and see them if they wish. Ed's approach to face-to face communication also aids in employee engagement.

Extrastaff are looking to expand their branch network further into the Midlands, as well as along the M4 corridor. To fully service these areas, their high street presence will need to increase to around 25 branches.

Extrastaff strongly embrace employee development and empowerment, and empower all employees with the tools and support to succeed in the industry. They believe in promoting internally wherever possible, and at least 30% of the management team were promoted from within over the last year.

On their learning and development intranet homepage, they have sections for tutors, assistant directors, centre directors and regional managers. Each section has a host of content aimed at supporting their development. They are looking to turn this into a social learning platform to share, vote and comment on the most useful content.

On their learning and development intranet homepage, they have sections for tutors, assistant directors, centre directors and regional managers. Each section has a host of content aimed at supporting their development. They are looking to turn this into a social learning platform to share, vote and comment on the most useful content.

A number of line managers have embarked on developing themselves with the Institute of Learning and Management. These qualifications have proven to be extremely popular as participants can apply all they learn to their day-to-day role as people managers.

A number of line managers have embarked on developing themselves with the Institute of Learning and Management. These qualifications have proven to be extremely popular as participants can apply all they learn to their day-to-day role as people managers.

For staff they have an employee support line, which is a free and confidential 24 hour, 365 days a year, telephone service offering staff and their direct family members support on stress at both work and at home.

Their annual 'Star Awards' aim to highlight exceptional performances where teams or individuals have 'gone the extra mile' and been a shining emblem of one of the council's shared values. The Star Awards take place at the Mayor's Christmas drinks event in December.

Each year, Eden Brown create a company incentive for employees to own equity within the bigger business by reaching set targets. Awarded amounts range from £2,000 to £20,000, and they have gifted £250,000 so far.

Their Management Academy Programme is an intensive three-day training course that teaches the fundamentals of being a manager. The key elements of training are motivating, mentoring and coaching a team and how to attract, engage and retain good people.

All new analysts are flown out to Chicago for two weeks to be trained on the company's methodology and network, as well as to be introduced to their leadership team. Also, anyone promoted over the year is taken on a three-day training programme in New York.

Each year, DLL pledge a number of volunteering hours to work with various initiatives in the local community. They also regularly donate to local food banks and hold events to teach students from nearby schools interview techniques and skills.

Managers are put through a two-part programme called “Learning to Lead”. This prepares them to lead through coaching and helps them understand their teams. The programme takes place over five days and includes 360-degree feedback, MBTI and coaching skills.

Direct Line need their managers to stretch themselves, perform to the best of their ability and continuously improve. Their straightforward and less bureaucratic approach to managing performance and development is based on two-way communication between management and employees.

Direct Line need their managers to stretch themselves, perform to the best of their ability and continuously improve. Their straightforward and less bureaucratic approach to managing performance and development is based on two-way communication between management and employees.

As a founding member of Legalign Global, an alliance of four multinational law firms, employees are given access to development opportunities via talent swaps. To date, swaps have been completed in Germany and Australia.

As a founding member of Legalign Global, an alliance of four multinational law firms, employees are given access to development opportunities via talent swaps. To date, swaps have been completed in Germany and Australia.