Royal Haskoning supports an international social projects programme. The scheme is designed to enable staff to volunteer time to community projects and the company allocates one hour per employee per office to assign time to a project. The company also matches funds of up to £3000 raised for charity where fifteen or more employees have been involved.

There is a wide range of training courses, lunchtime forums, toolbox talks, development programmes and a job shop where employees have an opportunity to experience different career paths. Support is given through mentoring and funding of chartership programmes. The talent development programme provides structure for teams to develop themselves professionally by engaging in new business.

The Formal Job Review and Plan takes place annually. This document driven process assesses an individual's strengths, weaknesses, development needs and frustrations. Good, bad and obscure facts about people may be found and addressed, leading to promotion, job change, job content alteration, formal training and informal training/coaching.

Team leaders provide constant one on one feedback. On the job training and interaction with colleagues also allows feedback. This avoids patronisation and promotes equality.

There are regular health and safety work assessments and employees are given the opportunity to have a massage and unwind with regular visits by a holistic therapist.

Rees Bradley Hepburn plan to be the first carbon neutral advertising agency in the UK by building carbon neutral offices that are scheduled to be completed by 2010. The company also provides gratis advertising work for charitable organisations such as Genesis and BEN.

The management development programme is open to all managers and to increase management skills there is the stepping stones programme. There is also a management competency framework and action plans.

The management development programme is open to all managers and to increase management skills there is the stepping stones programme. There is also a management competency framework and action plans.

On a semi annual basis all employees are eligible for merit based salary increases, bonuses and stock option awards during these times. These awards include QCards, Qualstars, SuperQualstars, Patent Recognition Awards, and Division Achievement Awards.

On a semi annual basis all employees are eligible for merit based salary increases, bonuses and stock option awards during these times. These awards include QCards, Qualstars, SuperQualstars, Patent Recognition Awards, and Division Achievement Awards.

PEAL, The PRUPIM Employee Assisted Learning scheme. The Company provides employees with £100 per annum to spend on an external learning activity that has nothing to do with your everyday job to encourage personal growth outside of a work environment e.g. NCT classes, golf lessons, learning a musical instrument, driving lessons, skiing, dancing etc.

All new starters receive a letter from the Managing Director, welcoming them to PRUPIM. He also makes a point of meeting every new starter at an Induction Lunch which the board directors also attend. The board directors rotate around the business delivering key communications on a 6 weekly basis at PRUPIM's team meetings.

With an open plan office, everyone is accessible including the Chief Executive and senior managers. The organisation holds a monthly meeting where the entire business gets together. The senior management team takes it in turn to host these sessions which updates employees on how the business is doing and what the objectives are for the coming month.

Feedback has been received that people enjoy the organisation's non hierarchical approach and everyone is genuinely treated with the same level of respect and appreciation no matter who you are or what you do. The organisation regularly receives endorsements and positive feedback from clients which is shared with everyone in the team.

Nutricia has an employee charity fund raising committee that participates in the DANONE ‘Supporting Life' global corporate social responsibility programme.

Nutricia has an employee charity fund raising committee that participates in the DANONE ‘Supporting Life' global corporate social responsibility programme.

The organisation acknowledges people's efforts through formal thanks from senior management and informal praise at every level. There is a structured performance appraisal system, competitive salaries and benefit packages that are benchmarked each year. Norton Rose also holds team outings and events in public recognition of hard work.

Norton Rose LLP pulls together fundraising efforts from across their offices in Europe, Asia and the Middle East. This has included supporting sustainable development in Africa, China earthquake relief, Thailand tsunami relief and supporting children living in the poorest regions of the world. Employees also run marathons and climb mountains for charity.

They hold regular team and company meetings, conferences and strategic away days to collectively review performance and plan ahead. They offer training, seminars, workshops, and other cross-practice development sessions. Monthly internal networking and social gatherings take place together with summer and Christmas parties.

Bonuses, promotions, pay rises and merit awards are awarded to employees. They also have Shared Value Awards and Management recognition and praise including tokens of appreciation such as vouchers.