Managers within Suffolk County Council are occasionally offered the opportunity to go out on secondment or loan giving them a chance to experience working and managing in a different environment with different people to help them learn about and develop their management style. The Council also enable managers to work on specific projects or programmes that utilise or further extend their skill base.

Due to the considerable size of the organisation there is a huge variety of different team building activities that go on in various areas. For the most part these activities are generally designed to help people focus on organisational objectives but there are also opportunities for people to come together and give something back to the communities they serve through a variety of community projects.

Social funds are made available to spend on fun nights out and team building events. At Christmas everyone below director level receives a £50 cab fare home for attending the annual Christmas party in Battersea, London. To bring employees together they have held a fundraising football day and a Las Vegas Super Trip. In celebration of team success they are rewarded with weekend trips away. Employees undergo team building events several times a year.

Social funds are made available to spend on fun nights out and team building events. At Christmas everyone below director level receives a £50 cab fare home for attending the annual Christmas party in Battersea, London. To bring employees together they have held a fundraising football day and a Las Vegas Super Trip. In celebration of team success they are rewarded with weekend trips away. Employees undergo team building events several times a year.

Employees training needs are derived from organisational priorities via the business planning process and individual needs as part of the outcomes of appraisal discussions. This results in employees taking part in a wide variety of training activities including Leadership and Management training, Policy and Procedural training, equality and diversity and many more. Non-work related training is considered sympathetically where resources are available in a partnership arrangement with the employee concerned i.e. agreement is sought on the respective contributions both partners can make. For instance fees may be paid by the council in return for the employee studying in their own time. The council has entered into a partnership with the Trades Unions to create a network of Union Learner Representatives who are supported to promote more informal learning in the workplace and to assist with the identification and take up of Skills for Life programmes.

Employees training needs are derived from organisational priorities via the business planning process and individual needs as part of the outcomes of appraisal discussions. This results in employees taking part in a wide variety of training activities including Leadership and Management training, Policy and Procedural training, equality and diversity and many more. Non-work related training is considered sympathetically where resources are available in a partnership arrangement with the employee concerned i.e. agreement is sought on the respective contributions both partners can make. For instance fees may be paid by the council in return for the employee studying in their own time. The council has entered into a partnership with the Trades Unions to create a network of Union Learner Representatives who are supported to promote more informal learning in the workplace and to assist with the identification and take up of Skills for Life programmes.

Southdale monitor their organisations impact on the environment by building code 3, 4 and 5 sustainable properties they are members of the Considerate Constructors scheme and work with local initiatives to reduce their carbon footprint. Waste management systems are implemented in all of their developments, as well as the recycling policy that is in place within all of their offices. Employees have also undertaken various challenges and activities in a bid to raise funds for local charities including a Golf day, the Three Peaks Challenge, the Great North Run, Virgin Vie parties, dress down days and coffee mornings, staff also have the opportunity to take time off to fulfil voluntary commitments and staff are encouraged to get involved with local voluntary organisations.

Southdale monitor their organisations impact on the environment by building code 3, 4 and 5 sustainable properties they are members of the Considerate Constructors scheme and work with local initiatives to reduce their carbon footprint. Waste management systems are implemented in all of their developments, as well as the recycling policy that is in place within all of their offices. Employees have also undertaken various challenges and activities in a bid to raise funds for local charities including a Golf day, the Three Peaks Challenge, the Great North Run, Virgin Vie parties, dress down days and coffee mornings, staff also have the opportunity to take time off to fulfil voluntary commitments and staff are encouraged to get involved with local voluntary organisations.

The College newsletter (Update) is frequently used by the staff to write public thank you notes to show their appreciation to any of their colleagues or other teams for anything special they have done. The Principal and the senior managers occasionally write to staff to recognise any outstanding contributions they have made to the organisation.

Throughout 2008/09 and 2009/10, the Principal took time to visit individual departments on a regular basis in an effort to update colleagues on the Capital Project and provide an open forum to air any concerns and/or suggestions on any subject. The Principal undertakes regular Q&A sessions with Middle Managers aiming to address any staff concerns or action any suggestions as swiftly and as efficiently as possible. The Principal personally meets and welcomes any new staff individually over coffee whilst senior managers facilitate their formal staff inductions.

They offer employees discounted gym membership and also provide a £20 wellbeing supplement to those with gym memberships. Free private health care is available to all employees and through this they can gain access to help and advice on quitting smoking and eating healthily. Seatwave has implemented a personal day policy which allows employees to take up to 5 days additional leave per annum at their request. Days can be used for things such as additional holiday, to spend the day in bed or take the kids to the park.

Seatwave annually conduct an external compensation survey to ensure salaries and benefits are in line with the market. In reward for employee's efforts, performance related stock option grants are available and quarterly performance reviews are carried out. They have a ‘spot' bonus program to celebrate extraordinary efforts and hold quarterly initiatives with awards for team winners.

They are keen to reward and invest in their employees. Key motivation initiatives include a quarterly competition launched in the UK newsletter, a detailed performance and development review process, comprehensive training and development for all employees and a provision of corporate clothing. Employee's opinions are valued and they are encouraged to put forward ideas and initiatives though a reward scheme. If overall company targets are met employees are rewarded with an annual bonus. They also offer a recommendation bonus for new employees referred by current employees.

To support employees in maintaining their work/life balance a number of employees are able to work from home. Employee's families are invited to celebration events such as Christmas and retirements parties. They offer Life Assurance to all employees and corporate gym membership is available.

Savile Group work hard on developing their teams and offer various methods for furthering people's careers and education. Courses available include personal coaching, MBA sponsorships and various other external skills courses. Employees are also given opportunities to work in different environments, recently some consultant's offered their time to help antislavery and community networks charities.

Savile Group work hard on developing their teams and offer various methods for furthering people's careers and education. Courses available include personal coaching, MBA sponsorships and various other external skills courses. Employees are also given opportunities to work in different environments, recently some consultant's offered their time to help antislavery and community networks charities.

There is an occupational health and wellness programme as well as a dedicated employee assistance programme available. Employees have access to a wide range of benefits including free private health care, life assurance and subsidised sports activities. S.Com has a flexible attitude towards time off in relation to personal and family matters and allow staff to work from home. They often include employee's families in events and their Christmas party is open to partners.

All managers, including the Managing Director Steve Gallucci, work in an open plan environment where possible and always operate an open door policy to all employees. Management are highly visible in the organisation and are regularly seen walking around the offices and providing business updates to keep everyone informed. Steve has worked at all levels within the business during his career and has an intimate knowledge of all job roles and duties along associated issues and problems. This depth of knowledge enables him to engage with employees and have empathy and understanding with any issues employees may face.