L&Q have team and individual rewards for great work towards targets. This includes dining out, theatre tickets, a bottle of wine, flowers, chocolates, book, CD or store voucher. They also hold annual outstanding achievers awards, they receive 2.5% of salary as a bonus for 5% of staff. The staff also receive an attendance award for 100% attendance of one day's additional annual leave and they have professional qualification awards of £100 for a pass and £200 for a pass with distinction.

L&Q encourage their employees to use the firstassist health & wellbeing service which provides an online service to assist their employees to measure and improve their overall health. The online service Fitness2live's include health assessments, weight loss, lifestyle plans and expert training programmes for events ranging from fun runs to corporate triathlons. Members also have access to an extensive library of fitness and nutrition articles and hundreds of healthy recipes. They have an employee assistance programme from first assist in order for our employees to receive access to a 24 hour telephone counselling and legal information service, to support them with a wide range of personal and work related problems in areas such as stress, relationship difficulties, bereavement, anxiety, family worries, alcohol/drug abuse, employment or financial concerns.

Knowledge for Action training activities include Sales approach training, NLP and Dale Carnegie Training.

Knowledge to action have a budget specifically for fun and social events, which have included their Christmas Party and a Summer Polo event. Team recognition is provided in the form of monthly bowling competition and bonuses for hitting targets are provided.

75 employees were able to take part in charitable activities without any financial loss between September 2009 and September 2010. Some of these activities included a Pub Quiz, Golf Day, Running Event, Cycling Tour, Abseiling, Auction and a raffle.

Employee recognition and rewards are areas that Juniper feels passionately about. Juniper's Total Rewards Philosophy is to recognise company performance and individual performance in the compensation package. To that end, Juniper offers a pay and compensation programme that recognises and rewards employees' contributions toward achieving the company's strategic goals and business objectives. They differentiate and pay for performance simply stating the “better the performance, the greater the rewards”. Salary, bonus and long term incentive allocation decisions are based on performance.

The management regularly reviews performance of all staff. Strengths and weaknesses of all individuals are identified. Strategic decisions are then taken to develop and promote particular individuals with special aptitudes to roles and positions, current or emerging. They might be assigned to specific projects which would provide them with the appropriate training and practical experience. Often this is a reciprocal process which dovetails individual aspirations with the needs of the company.

Employees are congratulated by Directors and other team leaders upon achieving any success. The annual bonus award is also based on a clear and transparent system of scoring which is performance based which ensures that staff feel that they are rewarded for their efforts. Worthwhile achievements are also mentioned in the company newsletter, the Intranet and Twitter.

Employees feel they are rewarded for their efforts with continuous recognition through appraisals and 1-1 meetings. There are Company incentive schemes where reward is linked to performance. Incentivised suggestion schemes are in place and Intrinsic celebrate success through company newsletters and employee reward initiatives.

Performance is recognised throughout the company by incentive schemes which are linked to individual performance objectives. Intrinsic also have regular employee events where a number of employees have received Virgin Experience Days and holiday vouchers for outstanding performance. Intrinsic's culture is one of great communication and teamworking. Line management throughout the company heavily believe in acknowledging and rewarding a job well done. The company's newsletter takes this one step further by celebrating success of exams, promotions and outstanding achievements. Intrinsic believe that celebrating success is a key ingredient to a motivated workforce. Ideas to improve customer service, company performance and ideas on new service branding are actively encouraged with their incentivised suggestion scheme. The suggestion scheme offers vouchers for the best suggestion each quarter.

Informatica are committed to paying above average base salaries when measured against their peers in the industry. They gather the latest market data from a variety of sources: industry specific surveys, functionally specific surveys, geographically specific surveys, internal and external recruiters and competitors; plus the opportunity for additional rewards when individuals and/or company business objectives are achieved. They provide a variety of compensation components aimed at enhancing employee satisfaction, driving organisational performance and rewarding employee performance.

Special consideration may be given to employees whose contributions have enhanced cross-geography working or understanding. All employees are eligible and anyone may put forward a co-worker for consideration. Their names and the reason for the award are announced by the Executive team at the quarterly global all-hands meeting and the individuals are presented with a special award in the form of a personalised “trophy” as well as a letter of recognition from our CEO.

Health Interactions provide external and internal training. External training: Management training workshops (2 days) Trusted Advisor workshops (2 days) Statistics for Non- statisticians workshop (1 day) Internal training: Financial Management Sessions PPT 2003 Basic and Hints and tips Roche Compliance training Proofreading / QC Data checking session Manuscript writing: from CSR to publication From manuscript to news item Copyright issues Identifying the right style for the right audience: patient information material Writing for the Web Writing for a poster Getting the best from Microsoft Word Drug discovery What to expect on-site and any top tips Advisory Boards Clinical Trials GPP2 and compliance processes Clinical trial design Medical Communications Effective use of Excel for KEE mapping Business development: Optimal approaches to pitches and proposals Devising ideas, themes and straplines for advertising campaigns Maconomy Update Refman POIPS Working at HI.

The Leader interacts socially at Friday evening drinks and at adhoc communication and celebration events. The Leader is inclusive, inspirational, approachable, strategic, vision for the business.

Employee recognition awards are given throughout the year and announced monthly in the Management Team's monthly newsletter. They also have an awards ceremony at their Christmas party. Employees receiving a recognition award get a letter thanking them for their efforts and are awarded vouchers of their choice. Nominations can be made by peers or managers. A suggestions scheme is also in place. Anyone who makes a suggestion receives a mug and those who make a suggestion that results in a tangible benefit for the company receive an award in the form of vouchers.

Managers have access to an additional set of guidelines in the HR manual which talk them through how to handle key issues and situations. They run workshops as part of the management development programme. One of the aims is to get managers together from different parts of the business so they can build their support networks. They also have a document which clearly outlines the expectations of a line manager at Hay Group so managers know what they are aspiring to. All managers have access to 1-2-1s and ad hoc advice and support from their HR business partner.

Employees are encouraged to eat healthily and they are offered a free range of healthy meals whilst on duty as well as fresh fruit. They have signed up to the 'cycle to work scheme' where they loan employees money to buy a bike.

All of their offices are open plan and all employees operate an open door policy to encourage open and honest communication. The Company director knows all employees first names and ensures they are all greeted and made to feel an important part of the team. The Directors of the company make regular visits to all sites to speak to the employees. Birthday cards are sent by the directors for birthdays, Christmas and family events such as a new baby, wedding etc. They arrange a mix of social activities, all food and drink related.

glue value chances for the agency to bond socially as it produces more effective teams and relationships. They ensure that they take all glue employees away for one weekend a year to a festival during the summer to simply have some fun and bond with fellow colleagues outside the formal confines of the office. This year gllue went to the Big Chill Festival and had their own enclosure within one of the campsites. Each department has an annual away-day which focuses on building and developing team work. They have regular special cinema screenings where they show work by glue staff.

Some of the training activities that employees may take are IPA Foundation/Advanced certificates run by the Institute of Practitioners in Advertising, Team Management Skills, Presentation Skills, Microsoft Office training, Social Media training, Digital Bitesize sessions where staff share knowledge about their particular field of expertise, Digital Immersion sessions - half day programme where each head speaks to new starters about how the role of their department fits into the rest of the agency.