Team Cohesion = Performance

No1 Lounges reward their operational staff with a ‘Performance Bonus' of up to 15% of gross salary each month. The bonus is awarded in two parts, one of 5% and one of 10%. Performance is linked directly to guests' experiences, which they receive in the lounge each day with a feedback questionnaire. 5% is attributed to each team achieving the target Net Promoter Score within the lounge and 10% is awarded based on how guests score certain aspects of their experience which are relevant to each role. The Performance Bonus scheme is free of any management bias and is not connected to the company's financial performance, which No1 Lounges believe to be unique in the world of hospitality. In addition to the Performance Bonus scheme the company also operate ‘on-the-spot' rewards for extra-special service moments, all in recognition of people going above and beyond in the delivery of the lounge experiences. These include tickets to the cinema and theatre, spa days, extra holiday time and high street vouchers.

It's integral to the successful running of No1 Lounges that every employee has a comprehensive understanding of the broader workings and objectives of the business. That's why ‘Tray Days' and ‘Desk Days' take place regularly and are open to all employees, from Heads of Department to housekeepers. Desk Days allow operational employees to spend time with each department in Head Office (referred to as the London Office to avoid hierarchy) and Tray Days give the London Office valuable exposure to the workings of lounges. The CEO Phil Cameron is extremely hands on. Phil, Joe (Head of Operations and Jamie (Head of People) spend at least two days a week in the operations, supporting the Managers, Supervisors and Team Members. They also have a weekly call with each lounge Manager, which takes place every Monday morning. The running of the operations is complex and Phil believes high pressured situations need to be handled calmly, while keeping the businesses objectives front of mind. He aims to inspire his teams by ensuring he's personable, passionate and present. One distinctive initiative that demonstrates the way the Phil engages colleagues in the organisation is ‘Grill Phil'. These take place every six weeks at each airport and allow him to communicate any business updates and new ideas directly. Staff can then ‘grill' him on any topics and raise any issues, which the company believe is key to engagement. The majority of actions to come out of a Grill Phil are implemented or responded to within a month of the meeting to ensure employees feel listened to, supported and an integral part of No1 Lounges development.

NIX offer the following support to their Managers: Job Shadowing Internal Coaching / Mentoring. Specifically, a managers' forum takes place at the board meeting in which all managers are invited to discuss any concerns they have and to run ideas past each other and also seek the experience and expertise of other management team members. Board meetings take place once a quarter. Training in specific areas is offered by the management team as a whole to one another. Reviews are set Annually for all staff members regardless of grade. All staff are encouraged to discuss any concerns, or provide praise for any member of staff regardless of where they sit on the hierarchy.

Nix Communications offers discounted BUPA health insurance policies to staff after a period of employment of 12 months. Wellbeing is important to NIX for all its staff. Various activities including ‘Tone Up Tuesdays' take place in the office. A member of staff is also a qualified Personal Trainer so she leads the sessions. They also run Lunchtime Fit Clubs. An open and communicative approach is adopted to the mental wellbeing of their employees allowing staff members to talk and discuss any concerns or workload issues to members of the management team, without prejudice. A recent addition to the NIX office, is a Shiatsu Massage Chair, this chair is the real deal and cost several thousand pounds. It is free to use and is positioned in NIX's breakout area, along with all the movies, PS4, Pool Table, Sonos Music, and arcade games machines! They always have music in the office which everyone can change. The company have a fantastic breakout area and encourage people to use this. They also encourage people to be active, providing people with headsets so they are not tied to their desk when on calls.

In designing the NHBC's bonus structure the organisation have recognised that whilst all employees can influence business performance, those at lower grades have considerably less influence than Senior Managers on corporate objectives. As a result of this, to drive and recognise employee performance NHBC have weighted the bonus calculations for lower graded employees, allowing them to have greater influence over their bonus achievement. For most employees the bonus is based on 75% individual performance and 25% Company performance, whilst the CEO is 85% Company performance. This means that lower graded employees will receive a substantial proportion of bonus if they perform well but the Company does not over achieve.

NHBC six core principles or behaviours are integral to an organisational wide recognition scheme called Star Awards, a scheme that is open to all employees. Staff can nominate colleagues for work or actions that embody one or more of the NHBC behaviours. The nominees receive notification of the nomination and their names are posted on the organisation's intranet. At the end of the year the nominations go forward to a cross sectional judging panel, with winners and runners up of each category being invited to attend a gala event.

NG Bailey utilise opportunities to work with external partners as part of their approach to employee development. The company's educational outreach activities are supported by employees from every level of the organisation, from apprentices to Executive Team Members. Individuals can find themselves undertaking the simplest of tasks, from organising a careers discussion with a class or year group to working as part of a team developing a day of STEM (science, technology, engineering and maths) related activities for 300+ students. This challenges them to use their existing management and leadership skills in a very different and unpredictable environment, as well as offering an opportunity to take part in something extremely rewarding. NG Bailey also work with existing clients to carry out “dragons den” type workshops, were they put forward a group from one of their talent programmes to work with clients who are looking for inventive ideas to tackling the problems they are facing in their own businesses. This provides a great opportunity to apply their strategic thinking skills to unusual problems whilst working to tight deadlines in a foreign environment.

Community forms part of NG Bailey's responsible business strategy ‘One Approach'. Last year the company launched their first charity partnership with Macmillan. Chosen by their employees via a company-wide vote, the aim was to raise £50k within 12 months. Due to the passion, enthusiasm and team spirit, NG Bailey extended the partnership by a further six months to enable employees to continue with their fundraising. By doing this, the company raised almost double its target and enabled teams to break down silos, creating new working relationships within many of their divisions. They have also continued to match funds for other charitable activities that have amounted to £9,560 so far this year. For every person NG Bailey employ they will have helped another two young people to be more successful in their future careers. They've also launched Inspire, their award-winning STEM (science, technology, engineering and maths) school engagement programme that aims to engage with over 5,000 young people by 2018. This year the company have engaged with 1,511 (3,007 in total) young people to encourage them to consider a career in engineering. Earlier this year, Cal Bailey the Sustainability Director was invited to join the Business in the Community (BITC) Yorkshire and Humber advisory board. As part of the board, Cal is working with businesses across the region to forge better relationships between business and society and looking at ways UK employers can create fairer opportunities for ex-offenders, disadvantaged young people, homeless and those recovering from addiction via a number of related programmes facilitated by BITC.

New Charter Group are committed to raising awareness of dementia within the community and have therefore adopted Dementia Friends and the Alzheimer's Society as their corporate charities. They have pledged to create as many new Dementia Friends as possible within their local communities by allowing any employee to attend a Dementia Friend awareness session during working time. This is achieved by enabling two colleagues to train as Dementia Friend Champions, allowing them to deliver awareness sessions and create new Dementia Friends. Every employee is entitled to an extra two days leave per year on top of their annual entitlement to give time back to working with charities or community initiatives of their choice. New Charter Group assist adults to help them become work ready and move them into secure paid employment or volunteering by delivering weekly work clubs. This enables New Charter to best support vulnerable individuals who are at risk of homelessness, ex-offenders and/or people who are recovering from addiction. They deliver this employment support in partnership with the local authority's Adult and Community Learning Programme and The Lifeline Project. Lifeline colleagues and volunteers accompany customers to the work club, offering one to one help and support with CV writing, job seeking and overcoming multiple barriers into employment.

New Charter Group are committed to raising awareness of dementia within the community and have therefore adopted Dementia Friends and the Alzheimer's Society as their corporate charities. They have pledged to create as many new Dementia Friends as possible within their local communities by allowing any employee to attend a Dementia Friend awareness session during working time. This is achieved by enabling two colleagues to train as Dementia Friend Champions, allowing them to deliver awareness sessions and create new Dementia Friends. Every employee is entitled to an extra two days leave per year on top of their annual entitlement to give time back to working with charities or community initiatives of their choice. New Charter Group assist adults to help them become work ready and move them into secure paid employment or volunteering by delivering weekly work clubs. This enables New Charter to best support vulnerable individuals who are at risk of homelessness, ex-offenders and/or people who are recovering from addiction. They deliver this employment support in partnership with the local authority's Adult and Community Learning Programme and The Lifeline Project. Lifeline colleagues and volunteers accompany customers to the work club, offering one to one help and support with CV writing, job seeking and overcoming multiple barriers into employment.

The Senior Management Team is committed to the values of the organisation and communicate this throughout the business. They hold team meetings with staff involvement, listen to employees and hold one to one reviews for constant improvement. They also work long hours to ensure they are accessible. The team lead by example and are very hands on. The CEO engages with staff at all levels and attends both private and business functions. He leads by example, is motivating and always inspiring. He will spend time in various departments getting to know staff and how they work. He will also ensure all new staff are introduced to him personally to make them welcome into the organisation. The CEO is a people person and enjoys engaging and listening to his staff. Employee development is encouraged through personal development plans and one to one reviews. Network Telecom is also accredited Investors in People, which emphasises the company commitment to developing and investing in their staff.

Network Telecom encourages cross training, where staff spend time in other departments to see how they interact with the processes in other teams. The company also operates an employee suggestion scheme called 'Motivational Marvin', where high street vouchers are rewarded for the winning ideas/suggestions.

Collectively Needlers respect and treat everyone fairly; they hold team meetings which encourages working together and provide opportunities for people to put forward their ideas. In these sessions they also provide performance feedback, recognise individual efforts and those who are ‘going the extra mile', for example, they will send congratulatory emails highlighting which value the individual has demonstrated. They invest in people by providing training courses, such as NVQ's, excel courses etc. They also like to check-in on each team, just spending time just asking how they are, what they've been up to etc. so that it creates an open and approachable culture. Alistair has a very visible presence within the organisation and is central to the positive culture, plus the organisation is small enough that he is able to speak to each member of staff on a daily basis.

Collectively Needlers respect and treat everyone fairly; they hold team meetings which encourages working together and provide opportunities for people to put forward their ideas. In these sessions they also provide performance feedback, recognise individual efforts and those who are ‘going the extra mile', for example, they will send congratulatory emails highlighting which value the individual has demonstrated. They invest in people by providing training courses, such as NVQ's, excel courses etc. They also like to check-in on each team, just spending time just asking how they are, what they've been up to etc. so that it creates an open and approachable culture. Alistair has a very visible presence within the organisation and is central to the positive culture, plus the organisation is small enough that he is able to speak to each member of staff on a daily basis.

My Vet Ltd monitor all cases referred to specialists and then encourage staff to develop areas of expertise in-house to ensure that pets can be treated within the hospital. More experienced vets arrange a regular informal meeting to discuss cases and learn from them to help the more recently qualified vets. Vets and nurses attend regular in-house meetings with suppliers and specialists to learn about new products and treatments.

The company runs a branch Quality of Service award every quarter based on scores from client feedback forms, a mystery caller and spot checks for cleanliness and tidiness. The winning branches in each region are recognised with awards which are closely followed and create healthy competition between branches in each region.

MHM's Leadership and Management Development Programme is an on-going strategy for developing key people across the business. It is continuous and focuses on specific individual needs during the year. The initial programme consists of sessions delivered as a Bite-Size programme, all endorsed by the ILM. Sessions are delivered by internal experts from across all business areas to increase exposure to all functions. Ongoing development and continuous improvement after the programme has been provided through an in-house mentoring programme with Senior Leaders. This is a vital component of the leadership development and is an effective way of sharing knowledge and experience. There are also positive psychology sessions delivered to all members of the Senior Leadership Team to enhance leadership styles and encourage positive outcomes both in work and at home. Managers also receive monthly one-to-one feedback and performance assessment, in addition to regular coaching from the Board Directors and Heads of Site.

My Home Move's social responsibility scheme, ‘Do the Right Thing' (DTRT), encourages its employees to raise money for the good causes supported by the My Home Move Charitable Trust. Each of the causes support people dealing with the issue of homelessness and are located in the areas in which My Home Move operates. Charity fundraising events take place at least once a month, as well as annual charity events such as the My Home Move Charity Trek, which regularly involves over 40 My Home Move employees giving up their spare time to take on hiking challenges. My Home Move's employees have donated over £43,000 since the launch of DTRT in 2011, which has been raised predominantly through employee events. The company undertake not to discriminate unfairly against any subject of a disclosure on the basis of a conviction or other information revealed, including past addictions or periods of personal uncertainty including being outside of employment or homeless.

The Møller Centre are committed to the health and wellbeing of their team and have several practices in place designed to support staff wellbeing. They offer onsite workplace massage for all staff at the end of the year. The HR and Training Manager is booked on to the Mental Health First Aid course to offer further support to those suffering with mental health issues. They offer a free counselling service as part of their health care plan and the HR and Training Manager has access to a number of other resources and Counsellor's if required. They have run and will continue to run resilience training. They have run a series of Pilates classes in house. They also include a wellbeing tip in the monthly newsletter, which is always well received. They try to link the message to something topical such as National No Smoking Day, Stress Awareness Day or Mental Health Awareness Day. As above but in addition to this they have run a mental health first aid lite course for Manager's to enable them to spot the signs of mental health issues. Each month the HR and Training Manager also offers an open 2 hour drop in session which is available to all staff to discuss any issues which are personal or work related.

The Møller Centre are committed to the health and wellbeing of their team and have several practices in place designed to support staff wellbeing. They offer onsite workplace massage for all staff at the end of the year. The HR and Training Manager is booked on to the Mental Health First Aid course to offer further support to those suffering with mental health issues. They offer a free counselling service as part of their health care plan and the HR and Training Manager has access to a number of other resources and Counsellor's if required. They have run and will continue to run resilience training. They have run a series of Pilates classes in house. They also include a wellbeing tip in the monthly newsletter, which is always well received. They try to link the message to something topical such as National No Smoking Day, Stress Awareness Day or Mental Health Awareness Day. As above but in addition to this they have run a mental health first aid lite course for Manager's to enable them to spot the signs of mental health issues. Each month the HR and Training Manager also offers an open 2 hour drop in session which is available to all staff to discuss any issues which are personal or work related.