Monthly socials include events such as bowling, skiing, barbecues with the Chief Executive Officer and attending the Comedy Club, with food and drinks provided. There are monthly happy hours, fresh fruit provided and beer on tap.

Monthly socials include events such as bowling, skiing, barbecues with the Chief Executive Officer and attending the Comedy Club, with food and drinks provided. There are monthly happy hours, fresh fruit provided and beer on tap.

The firm has a range of recognition tools. These include the gift of time for people's birthdays and the annual star awards where any team member can become involved and get nominated employee of the year. A range of prizes match the awards.

There's a monthly wellbeing magazine, reduced membership to local gyms, flexible working and the possibility of job shares and reduced hours. They can alter shift patterns or exempt people from certain hours if they have caring responsibilities.

The company recently researched how supported employees feel in relation to mental wellbeing. This research was a dissertation project that was part of an ICS-sponsored Masters qualification in HR. It produced a statistically valid tool to show what the firm does well and what it could do better.

An annual sales and management conference communicates business strategy and future plans, recognises performance, and shares success stories and best practice. Last year, 270 employees attended, developing ideas around the 'extreme focus' theme, which were widely cascaded.

Ideaworks have negotiated offers with local firms including restaurants, gyms and Go Ape. A comprehensive welcome programme includes buddy schemes and an occupational health provider is on hand for counselling and immunisation.

Ideaworks spend time understanding client needs, so that the end result is simple and reliable. Ideaworks set the bar very high, striving for excellence, respecting clients and being innovative to the point that they don't stop until they win.

Client/brand values are: approachable, commercial, professional, responsive, excellent value. An engagement group prioritised three areas: leadership, my team and giving something back. A monthly drinks 'trolley' encourages people to talk to each other more.

Points are awarded for going above and beyond, through Cottrills Reward, with prizes including days out, domestic appliances, luxury goods and technology. Once a month, staff have a drink and chat with their colleagues. Staff can take one day's leave to volunteer.

Holiday Extras buy from farmers and retailers to support the local economy. Many teams are now entirely paperless. They encourage car shares and promote the cycle-to-work scheme. The firm supports the Travel Foundation, promoting responsible tourism.

Holiday Extras buy from farmers and retailers to support the local economy. Many teams are now entirely paperless. They encourage car shares and promote the cycle-to-work scheme. The firm supports the Travel Foundation, promoting responsible tourism.

For Heritage Parts Centre, it is about small gestures. Free fruit is provided everyday and a complimentary team breakfast is offered every Friday. The office is a relaxed area to work with lots of plants and desks that are height adjustable for staff to work standing up.

Employees are rewarded for the hard work that goes into meeting specific achievements or milestones. Also, if a sales target is met, lunch is paid for by the company - and it's usually pizza shaped.

An annual staff conference gives all staff the chance to work together, engage with senior management and participate and contribute to corporate activities. The event features a number of different activities showcasing current policy initiatives, while sharing current thinking on the vision of the organisation.

All staff have been assigned a minimum of three personal development days, during which they are invited to identify training needs. This has been supported through a new online learning system, which allows employees to complete training courses and record development.

The mission, values and vision are regularly communicated at quarterly company updates, ‘State of the Company' presentations and team away days. The ‘Kapow Awards' also communicate the values.

Informal business updates take place weekly on the open floor. More structured company updates take place every quarter. Senior leaders have an ‘open door' policy, with employees able to discuss any topic.

Everyone is encouraged to exceed their potential with an array of learning and development opportunities. They get a thorough, tailored induction, a mentor/buddy, and ongoing personal and professional development. Apprenticeship programmes are available to all.

Hallmark Care Homes installed a biomass boiler in one home and others have energy-saving bulbs, solar panels and effective heat-recirculating systems. They encourage team members to drive hybrid or electric cars through a car salary sacrifice scheme.