There are various ways that employee's contributions are recognised. The recognition award is to acknowledge employees who make significant contributions to the success of the organisation. There is also a President's Award which is for outstanding financial contribution to the organisation. In addition to these they also thank loyalty and commitment through their length of service award.

The company rewards and recognises teams and individual performances through its Employee Recognition Programme which is an important facet of valuing people's contributions to the company and making them feel valued in turn. There are also financial bonuses and thanks given. Achievements are also noted in performance reviews.

Employees at Newham College of Further Education are recognised for their efforts in numerous ways including a professional effectiveness scheme where successful employees can receive one-off payments of £500. People who show exceptional loyalty are also rewarded with additional holiday entitlement after 5 and 10 years and a £250 payment for 25 years service.

Employees are able to meet with the Principal at regular ‘meet the Principal' focus groups where people are given the opportunity to ask him direct questions on a range of topics. The Principal also welcomes feedback through e-mail or the college intranet system and ensures that all employees are kept well informed of any developments or changes through consultation meetings.

NB is very supportive of charities. They offer to match employee fundraising which means that funds go to charities that mean something to them personally. They give all staff two days leave for charitable work which has helped local scouts, dog walking and school governorship. They also donated lockers from their basement showers to Broadway homelessness charity for one of their homeless shelters. They have an Environmental Committee, headed up by the EMS Manager, which is supported by representatives from across the company. This committee meets quarterly to review environmental performance of the organisation, and to identify potential improvement opportunities. The company operates a waste recycling system. All employees are educated to put recyclable waste into recycling bins, so as to minimise the amount of waste sent to landfill. Twice a year they run a 'Green Week' on the intranet, to raise awareness of climate change issues and provide advice on how they can reduce their impacts on the environment.

The senior management team have all "grown up" within the organisation from a graduate or just qualified level. They also get involved in corporate responsibility activities and they are high profile at our staff parties. They communicate with employees at company briefings and town hall meetings, which ensure that everyone understands the company's future strategy. There are also bi-monthly divisional director/associate breakfast briefings which are co-ordinated and hosted by peer group and allow another way to communicate.

Due to the nature of the business there is an inherent flexibility in shifts and shift patterns immediately allowing for an effective work/life balance. There is also a work hard, play hard culture which is clearly evident with Nando's focus being on work being fun and enjoyable with social activities highly encouraged. Restaurant managers are called patraos, which translates from Portugese as ‘the head of the household', in this way the emphasis is placed on ensuring the Nando's value of family is present in each and every team.

Nando's have developed a Working in Management Teams programme which is designed to improve communication skills throughout the company by gaining a greater understanding about how their teams behave when working in a group. This initiative has also been adapted to include work on a community based project where people work together to support a worthy cause. Restaurant teams are able to make use of a £1500 per year staff fund which is used to celebrate with the team whilst there are also area parties celebrating overall success each quarter.

They have a very active social committee called ``Bondage'' who regularly coordinate events such as pub quiz nights, Halloween parties, summer barbeques, away days, Piano bar sing-along nights and cocktail nights. They also have a very well stocked Friday afternoon drinks trolley.

Each staff member is given the opportunity to choose a senior member of staff to become their mentor. Employees meet with their mentor, often for coffee or lunch, once a month to discuss career goals and seek guidance. All staff are also taught management skills at external training sessions.

Morgan Stanley recognises it has a role and a responsibility in advancing sustainable global development which requires a sound economy, strong social institutions and a healthy environment. They also realise their long-term business goals are best achieved in societies that embrace sustainable development. Contributions they make with their clients to help minimise environmental and social risks, such as making sound investments in environmentally beneficial technologies, encouraging investors to mitigate environmental risks and engaging stakeholders in open and constructive dialogue, can have positive impacts for communities, businesses, governments and the environment. In turn, Morgan Stanley benefits from stronger relationships with clients and communities as well as from healthier, safer and more sustainable societies.

Morgan Stanley recognises it has a role and a responsibility in advancing sustainable global development which requires a sound economy, strong social institutions and a healthy environment. They also realise their long-term business goals are best achieved in societies that embrace sustainable development. Contributions they make with their clients to help minimise environmental and social risks, such as making sound investments in environmentally beneficial technologies, encouraging investors to mitigate environmental risks and engaging stakeholders in open and constructive dialogue, can have positive impacts for communities, businesses, governments and the environment. In turn, Morgan Stanley benefits from stronger relationships with clients and communities as well as from healthier, safer and more sustainable societies.

Microsoft provide employees a career development framework with tools and guidance to understand the range of opportunities available. Employees are encouraged to have a development plan comprised of 70% growth activities relating to current job responsibilities, 20% coaching, mentoring and feedback and 10% reading, CDs, classes and seminars.

Microsoft provide employees a career development framework with tools and guidance to understand the range of opportunities available. Employees are encouraged to have a development plan comprised of 70% growth activities relating to current job responsibilities, 20% coaching, mentoring and feedback and 10% reading, CDs, classes and seminars.

The company organises various events for employee's to socialise and have fun outside of the workplace. Such events have included the annual party, quarterly quiz nights and an annual golf day. On a smaller level, teams will often celebrate with team drinks or lunch in recognition of a successful client engagement. They also offer formal team building a couple of times a year. For example, they took 165 of the company to Venice for three days and two nights teambuilding. This included a three part treasure hunt around Venice and a masked ball, as well as other more informal group events and dinners.

The organisation supports their employee's wellbeing in various ways. The company provides a free breakfast twice a week for all employees which include healthy eating options. There is also a flexible approach to working from home or flexible hours and they are not strict about exact hours staff must be in the office to do their work. They also include employee's families at many occasions, for example, the Matrix Friends & Family Golf Day once a year and partners often invited to charitable dinners and events.

Maracom is accredited to ISO 9000 and is actively progressing towards ISO 14000. They firmly believe that this could serve as a valuable tool to help their organisation improve its environmental performance, increase the use of pollution prevention and improve compliance. Maracom will advise on measures that can reduce energy costs and make recommendations when plant replacement is to be considered. They also promote paper recycling, ink jet cartridge recycling, mobile phone recycling and computer/monitor shutdown. As well as this they encourage employees to participate in charitable activities when possible and the 3 peaks challenge is one of their upcoming events, the sponsorship will be going to a recognised Cancer charity.

Employees within Maracom are recognised for their efforts in many ways including verbal recognition, letters, salary increases and lunches. Their 2008 apprentice of the year was rewarded with vouchers for a tool kit and a thank you letter was recently sent to a new supervisor advising that their performance so far was exceeding expectations.

Magnox North feels that their key resource is its people and they treat them as such. They feel that the terms and conditions are among the best in the sector and compare very favourably with private sector companies. The new Company Agreement has ensured that the organisation is fairer, with employees rewarded for performance rather than years of service. In addition there are generous bonus arrangements in place with employees rewarded for performance on an annual basis. Their reward and recognition policy covers a wide range of initiatives to try to ensure people feel rewarded.

Employees well being is supported in various ways. Two of their sites have on-site fitness facilities for use by all staff. A number of the occupational health teams have also engaged physiotherapists and alternative therapists, to offer for example, reiki, Indian head massage and reflexology. This has been extremely well received by employees on sites. Wherever possible people's personal appointments are dealt with through the use of lieu hours or flexible working and they operate a time booking system with all employees responsible for logging their working hours during the week to ensure that the work/life balance is met.