There is a generous training budget and the company target is to provide three development experiences for each employee per year. Decision making is delegated to the lowest possible level to encourage the use of staff's initiative and management training and experience is provided for "rising stars" even if not currently in a supervisory position.

Feedback and compliments from customers and colleagues appear in the staff newsletter and are fed back to individuals via their line manager. Every manager has an instant thank you budget to allow small gestures to be made when someone has pulled out the stops.

Senior managers and executive directors may take groups of employees out to lunch to thank them for their efforts on a particular project or to celebrate a special occasion, such as a birthday or wedding. Staff also receive a company wide performance related bonus scheme and share ownership through various share ownership schemes.

All staff take part in a community day once a year which involves working on a wide range of projects within the local community. The projects include community farms, gardening for the elderly and working with disadvantaged kids. Corporate social responsibility is embedded within the organisation's culture and is integrated into everything that takes place from presentations and tips of the week to case studies and eco weeks.

The organisation champion, celebrate and nurture raw and emerging talent and it is essential that personal development and training programmes not only deliver to Golley Slater's business needs but also open up career opportunities for individuals with aspiration and ambition. The organisation recognises that the employees are the life blood and it is their professionalism, skill, knowledge and experience that will ultimately deliver the return required.

The team is the critical pillar of Golley Slater's culture. Pride is taken in the ability to bring people together, to dismantle barriers and to ensure that creativity permeates every part of the company's operational being. Golley Slater works hard to maintain a relaxed and informal workplace. To assist teamwork, annual staff events and team building days take place.

Glu recognises achievement. Once a quarter, employee's achievements are rewarded and recognised via the “Best of Glu Award”. This is voted for by the employees themselves and rewards staff who strive to continually display the organisation's cultural values.

Glu recognises achievement. Once a quarter, employee's achievements are rewarded and recognised via the “Best of Glu Award”. This is voted for by the employees themselves and rewards staff who strive to continually display the organisation's cultural values.

Actively encourage all employees to achieve professional qualifications relevant to their role. Providing sponsorship for further education courses and have a strong framework of mentoring, performance review and personal development planning. They have structured professional development schemes in place and many of their staff participate in activities outside as a means of developing and growing personal skills.

The leadership style is reflected in the working environment. Employees enjoy considerable freedom to pursue their own ideas and to interact with others - the aim being to stimulate the creation of new and more effective solutions to difficult engineering challenges.

As a social business they use a recycled biodiesel product, made from waste oil in the food manufacturing industry to power the fleet of vehicles in one of the operations. They measure the companies' carbon footprint and have found that last year, using biodiesel has reduced their carbon dioxide emissions by 11,000kg.

Teams are encouraged to take ownership of team targets. All teams are involved in setting their own team targets and they meet regularly to review their progress. During these meetings, team members are actively encouraged to suggest improvements in what they do or how they work, in order to excel team targets. This encourages strong teams as everybody knows what is expected of them working towards one common goal.

Foster's EMEA have continued to include a number of individuals within there business to attend coaching courses to help develop their skills & they are rolling out a coaching champion programme to embed a coaching culture in house.

Fo*STar Awards are also used to reward employees who exemplify the Foster's behaviour.

Strong teams are created through team and company meetings. They also hold a creative day and the studio design has been done in creative teams.

Fitch Design Consultants offer assistance with professional qualifications. They also have external show pieces of new material, ideas and concepts for creative inspiration and training creativity days.

Feather Brooksbank provide staff with free fresh fruit every week in all offices. The Edinburgh and Manchester offices have a large cafe bar area and have a strict no lunching at the desk policy to encourage people to take a break and relax while they are eating. Subsidised massage sessions are available onsite in Glasgow every month.

Feather Brooksbank provide staff with free fresh fruit every week in all offices. The Edinburgh and Manchester offices have a large cafe bar area and have a strict no lunching at the desk policy to encourage people to take a break and relax while they are eating. Subsidised massage sessions are available onsite in Glasgow every month.