Aspire provide job shadowing for talent consultants in Birmingham as well as new starters, whereby they sit in on interviews for training purposes. In addition, new starters visit the London office in the first three months to learn and train on the job.

In 2017 they hosted a company conference for the London and Birmingham teams to help staff to get to know their colleagues better. Employees took part in the Enigma challenge, which consisted of 250 tasks covering all elements from mental skills to agility.

The company enjoyed a team-bonding day out when the lettings team visited Bristol Zoo to celebrate Andrew & Partner's sponsoring a dinosaur. Meanwhile, all employees in the South West had their entry paid into Bath racecourse to build relationships across the region.

On becoming a manager, all employees have an in-depth probationary training period ensuring all legal and regulatory knowledge is present. After that, business management and people skills are assessed through their performance management process.

ACS Office Solutions collect all used printer toners and have their pallets collected and stored by local charities for them to reuse or recycle. They are Trustees of the HOPS Charity and award and distribute funds to nominated charities.

ACS Office Solutions collect all used printer toners and have their pallets collected and stored by local charities for them to reuse or recycle. They are Trustees of the HOPS Charity and award and distribute funds to nominated charities.

Employees are encouraged to volunteer at Lucy Brown House, a sheltered accommodation centre for older people. Each Christmas, they take part in the Better Bankside scheme ‘Together at Christmas', where staff donate gifts that are then given out to local homeless, elderly and vulnerable people.

Employees are encouraged to volunteer at Lucy Brown House, a sheltered accommodation centre for older people. Each Christmas, they take part in the Better Bankside scheme ‘Together at Christmas', where staff donate gifts that are then given out to local homeless, elderly and vulnerable people.

The business operate a staff discount scheme, pension scheme, life assurance, and a charities and communities fund. They also run motivational-speaking sessions. There's a quarterly employee review scheme focusing on contributions to the overall success of the business.

The business operate a staff discount scheme, pension scheme, life assurance, and a charities and communities fund. They also run motivational-speaking sessions. There's a quarterly employee review scheme focusing on contributions to the overall success of the business.

Yarlington are constantly rethinking and reinvigorating how they can help their team learn more and develop their approach. A recent example of this is when the company delivered a series of three half day workshops to five different management teams across the business, helping them explore the new Investors in people framework so that they could take ownership of it and use it to improve their approach to leadership, performance management and continuous improvement. Yarlington also offer bespoke workshops for individuals and teams with specific learning needs and believe that investing in face to face learning allows people to interact with colleagues and their L&D Adviser in a safe and learning orientated environment. The staff are now working in a more agile way through the ELearning Academy, a web based application which gives everyone access to the Infinity Library of courses, covering everything from IT Skills and Finance to Personal Development and Written English. For those who wish to continue their professional development, the Yarlington Bursary enables people to access the best academic courses available to them and then apply what they learn at work on a daily basis.

Yarlington are constantly rethinking and reinvigorating how they can help their team learn more and develop their approach. A recent example of this is when the company delivered a series of three half day workshops to five different management teams across the business, helping them explore the new Investors in people framework so that they could take ownership of it and use it to improve their approach to leadership, performance management and continuous improvement. Yarlington also offer bespoke workshops for individuals and teams with specific learning needs and believe that investing in face to face learning allows people to interact with colleagues and their L&D Adviser in a safe and learning orientated environment. The staff are now working in a more agile way through the ELearning Academy, a web based application which gives everyone access to the Infinity Library of courses, covering everything from IT Skills and Finance to Personal Development and Written English. For those who wish to continue their professional development, the Yarlington Bursary enables people to access the best academic courses available to them and then apply what they learn at work on a daily basis.

Xoserve charity partners all represent a business theme or consideration, rather than supporting a random selection of charities. Activities are planned, based around an events calendar, involving internal and external events. The themes are, addressing the future workforce's needs by fundraising for The Prince's Trust who are supporting young people with life skills, specifically mathematics and technology. Promoting a healthy workplace by fundraising for Mind. Supporting the local community by fundraising for Birmingham St Mary's Hospice. And Xoserve's very own grant making charity, the Xoserve Foundation Activities includes an Office Olympic Games and Christmas Jumper Day to 5k runs and a skydive. The company have an active employee volunteering programme that focusses on skill-development. Colleagues can volunteer as a team or individually. They partner a school in a disadvantaged part of Solihull and provide a range of enterprise and careers advise, including a work experience programme for A-level students and a Customer Services workshop to Year 9. They also have an apprenticeship scheme, where they take on 3 apprentices each year for an 18 month paid placement.

Xoserve have a reward toolbox where colleagues, team leaders and managers can recommend a reward as immediate recognition for employees in relation to a piece of work, consistent behaviours and such. The toolbox offers managers the choice of rewards such as, gift vouchers, team meals, meals for up to 4 people and Additional Annual Leave. Managers are also able to offer an Ex-gratia payments. The company also utilises their internal social network, Yammer, to acknowledge successes both individual and team related. They hold an Annual Christmas party for all staff and a summer event, this year's summer event was a family fun day where employees could bring guests and children or relatives to the event which included, It's a knock out, food, bouncy castles, entertainment and face painting. Xoserve host Customer Service awards where employees have the opportunity to nominate a colleague for good service, if successful they are awarded a voucher. Donut and cupcake deliveries to thank staff for supporting various initiatives. Various awards are given for employees for the following length of service, from just a year to up to 50 years! The level of award differs for each milestone.

Xceed offer a Line Managers Toolkit in the form of on-going coaching from an external Hogan Assessor and an informal Mentorship programme that is run internally. The Line Managers' Toolkit provides templates, guide-notes, best practices and policies for each step of a Line Manager's role. The Mentoring scheme matches mentors and mentees based on interests, personality and priorities. Line Manager performance is measured inline with the overall company objectives and performance framework. This requires a minimum of Quarterly reviews, with Objectives and PDPs being updated, Performance and Potential ratings being submitted and 360 feedback being solicited, reviewed, analysed and stored. Additionally, the People Function and Leadership Team review results and trends from Xceed's six weekly ‘Pulse Poll', which can highlight areas for focus. Finally, on a quarterly basis, the Board and Leadership team reviews data on attrition, churn and promotion and progress by team and Managers, all with the goal of highlighting and remediating any issues that relate to one team or Line Manager.

Perhaps the strongest indication from the Xceed Leadership Team is that 50% of their bonuses are related to ‘Demonstrating Values'. For many years the company have had Spirit Awards which are now Value Awards. These are ‘surprise' and personalised ‘awards' or prizes for ‘catching someone doing something great' that are always tied to the company values. Xceed's Founders, CEO and Board are actively involved in the business. The CEO hosts a ‘welcome' meeting or call with all new joiners within their first week. The Leadership Team also has a schedule of internal communications so that each area of the business is heard from regularly, as well as a weekly ‘Friday Five' that provides an overview of events and headlines for each week. Xceed also have both Town Halls and Open Forums. The CEO chairs the Future Leaders Programme and has an active role in leading people initiatives and working groups. This is in addition to a strong ‘open door policy', whereby anyone and everyone is encouraged to come straight to the CEO with any concerns or issues.

Rewarding their employees for their efforts is at the heart of X4 Group and something they pride themselves on. They have a strong sales team who are all highly motivated as a result of incentives such as four annual holiday targets including Vegas and Marbella, monthly lunch clubs at some of London's top restaurants, free gym and spa membership for every employee, highly competitive commission structure, monthly massages and frequent company events such as annual boat party. These name only a few of the company's amazing incentives. One that is particularly unique to X4 is the 4 holiday targets, they have a number of Director 'Wild Cards' for every trip. This means that the individuals who didn't quite meet the financial or deals target but in other areas really stood out are rewarded also. This is effective as it encourages everyone to work extremely hard in all areas even when they may not be as close to hitting target as they had hoped.

Employee engagement and interaction is critically important to the day to day competitiveness and the culture of our business. X4 Group understands that positive interaction between all members of staff boosts morale and improves performance. They have a digital leader board visible to all teams in the office to share every team's performance and showcase their position on the leader board with updated deals. This information system provides employees with instant updates of the whole company's performance, allowing a transparent working environment which they have found greatly improves efficiency and competitiveness between teams. The company encourage weekly competitions among different teams in different markets and have monthly nominations for Team, Deal & Consultant of the month where each winner gets a prize. Prizes include team lunch, night out, West End show, champagne etc. Every team in the company is eligible to win every month so it encourages team members to support each other. They are highly focused on attracting and hiring the right people so have a very collaborative approach, involving employees in the hiring process. Under this process candidates interact with future teammates improving team interaction from the very beginning. They have several team building days out annually to encourage company interaction. Recently the company did a Mud Run Assault Course followed by an all paid for company party. They also do things like go-karting, charity sports days etc. In addition to this they have several sports teams and play competitively in tournaments against other companies!