All staff business travel is carbon offset with Climate Care and Bales encourage their clients to do the same.
All staff business travel is carbon offset with Climate Care and Bales encourage their clients to do the same.
Golden points are awarded to recognise outstanding achievement and high levels of commitment and flexibility. All employees are encouraged to recognise and nominate colleagues to receive points for exceptional performance. Golden points are awarded at company updates and are accompanied with a token of appreciation and a thank you from the MD.
Continuous Professional Development supports all staff through professional accreditation with a variety of separate bodies. Avail have also supported staff through independent study in subjects without a direct link to the core aims of the business.
Continuous Professional Development supports all staff through professional accreditation with a variety of separate bodies. Avail have also supported staff through independent study in subjects without a direct link to the core aims of the business.
All new employees are given the opportunity to sit down with each of the partners and directors once they have joined the organisation for an introductory ‘getting to know you' meeting. There are no separate offices for partners or directors as they work in the same hot desk environment in an open office generating an atmosphere where they get to know and work alongside everyone in the company.
Arena hold away days and team building task days. They have various awards as well as monthly staff events and outings such as pop quizzes, NABS charity netball and football and art gallery trips.
Arena's CEO and Board Directors have an open door policy to encourage companywide initiatives from every employee. They hold monthly meetings to ensure that everyone is updated on company developments followed by a social event. There are also regular forums for employees to make suggestions and feed back on company initiatives.
Arena's focus is to help the entire company develop their individual skills and talent, enabling them to succeed and fulfil their career goals and ambitions.
The company has links with Habitat for Humanity, an international charity which builds homes for low-income families throughout the world. Staff teams in London and Boston have helped build flats for local families and our students have undertaken similar projects in South Africa.
The company have Customer Service awards for outstanding customer service. There is a Suggestions Scheme - cash awards for suggestions which will increase sales, decrease costs, or generally improve efficiency, working conditions, or other aspects of the company's business and Employee Referral awards for successfully introducing a suitably qualified candidate to the company.
The company hold divisional meetings and events to agree objectives and strategy. Social events are held on a regular basis and include paintballing, quizzes and team building events linked to psychometric testing, e.g. Myers-Briggs Inventory.
The Leaders interact and engage with employees by holding a Director roadshow and giving company presentations. They get involved on staff inductions to meet new employees and speak at team meetings.
The management Leadership and Development Programme has been developed to support a consistent management approach and encourage self-development.
Alternative Networks encourages team working and promotes a culture of enthusiasm and mutual respect.
Employees are extended a great deal of trust and are free to choose to work from home on occasions where they are not required to work at a client's site. The long hours culture is strongly discouraged and employees seldom work later than 6pm allowing staff to balance their work and home life.
The Alsbridge College offers a range of on-line training courses to employees to develop their skills. Development and career opportunities are virtually endless and each promotion is earned on merit alone and not on time served.
The Alsbridge College offers a range of on-line training courses to employees to develop their skills. Development and career opportunities are virtually endless and each promotion is earned on merit alone and not on time served.
Aldwyck Housing offer line manager training, mentoring and coaching.
Aldwyck Housing offer line manager training, mentoring and coaching.
Aldwyck have their own sports and social club giving employees the opportunity to exercise and relax outside of work. Most recently they organised a trip to the panto for employees and their families.
TAC Europe offer BUPA Health Care Scheme and CIGNA Dentistry. Employees also have the support of the Human Resources department and all managers operate an open door policy.
Employees benefit from an enhanced commission scheme, unlimited earnings potential and a bonus scheme for both commissioned and non-commissioned staff. Employees are also recognised through Excellence awards for outstanding achievement.
Employees benefit from an enhanced commission scheme, unlimited earnings potential and a bonus scheme for both commissioned and non-commissioned staff. Employees are also recognised through Excellence awards for outstanding achievement.
The Senior management of the organisation view the difficult economic situation in a positive light and encourage people to come up with new ideas and to work smarter with a view to preparing for when the economy is strong again. The message being that the ones who survive will be the organisations of the future.
A full time learning and development manager is in place to complete a thorough and structured two week induction programme. The process continues with several training schemes in place for new starters and managers alike to ensure that individuals are successful in their specialist role. All employees are considered eligible for promotion but great care is taken to prevent people being pushed into a role they are not comfortable with.
Reward schemes are in place for high achievers and those who distinguish themselves in their role. These are presented at monthly, quarterly and annual meetings and range from vouchers and trophies to time off and weekend breaks.
The council have a number of awards to recognise employees' achievements, including the Mayor's Award which is an annual staff presentation which recognises significant individual contribution.
The council have a number of awards to recognise employees' achievements, including the Mayor's Award which is an annual staff presentation which recognises significant individual contribution.
They have actively promoted Skills for Life and lifelong learning to all staff under the 'Train to Gain' initiative and are signed up to the Government's Skills Pledge. They also have a successful mentoring scheme in operation.
To ensure that ZED Media teams work well together they have many offsite team building days, team competitions and team charity days.
ZED Media draw up individual training plans for all members of the organisation on week one and these are reviewed/updated quarterly. Courses are also tailor-made, they don't just use existing training (internal and external).
All of ZED Media managers receive basic management training as standard to ensure consistent values apply across their organisation. They also receive bespoke training courses which are relevant to their agreed needs. Quarterly management meetings are held to share experiences and review performance.
Yes Telecom have away days for senior management using outsourced Management support teams who specialise in helping clients to implement and manage a Continuous Professional Development (CPD) programme.
Yes Telecom have away days for senior management using outsourced Management support teams who specialise in helping clients to implement and manage a Continuous Professional Development (CPD) programme.
Yes Telecom aim to build strong teams. Social events are held such as the Christmas party and charity events. 'Together We achieve Results' is a core value included in the employee recognition awards.
Staff have developed a wish list of the type of organisation they would like to work in. Using what staff had told us, Whitefriars defined a vision, values and aims. This was branded “Stardust Strategy”.
Staff have developed a wish list of the type of organisation they would like to work in. Using what staff had told us, Whitefriars defined a vision, values and aims. This was branded “Stardust Strategy”.
Employees are encouraged to talk early to a manager at 1:1s if there are any problems and there are wrap around solutions to meet their short term needs. There are also various flexible working policies including flexi time, career break, job share and reduced hours.
Individual contributions are recognised with a number of awards such as Branch of the Year, Most Improved Branch of the Year, Temporary Consultant of the Year, Permanent Consultant of the Year and Branch Manager of the Year.
Westaff believe in decentralised authority for managers and have empowered them to make decisions. Westaff conducted the first ever double diploma course with the ILM and REC for all aspiring managers.
Individual contributions are recognised with a number of awards such as Branch of the Year, Most Improved Branch of the Year, Temporary Consultant of the Year, Permanent Consultant of the Year and Branch Manager of the Year.
Personal development is driven by the individual and is supported by the business. All employees undergo a rotation programme and have an annual Development review with their Line Manager which results in an individual development plan consisting of specific job related and personal development training.
Teamwork and collaboration is one of Vizeum's key values and as such it underlies everything the company do. 'People' is one of the eight key skills and behaviours expected at all levels and it embodies teamwork and collaboration.
Personal development is driven by the individual and is supported by the business. All employees undergo a rotation programme and have an annual Development review with their Line Manager which results in an individual development plan consisting of specific job related and personal development training.
There are major volunteering programmes for staff and students and the University has numerous eco initiatives including cheaper travel cards, recycling and a sponsored free bus.
There are major volunteering programmes for staff and students and the University has numerous eco initiatives including cheaper travel cards, recycling and a sponsored free bus.
University of Huddersfield ensure staff receive competitive terms and conditions and there is a wide range of personal and career development available. A good quality physical environment and equipment is provided.
Tullow have a very flat management structure and their leaders believe in being visible, available and communicating clearly.
Tullow Oil's employees receive an annual performance bonus which rewards both company success and individual success. They also benefit from a flexible and constructive working environment.
Tullow have a very flat management structure and their leaders believe in being visible, available and communicating clearly.
TSYS In The Community encourages team members to engage as volunteers in local community projects. Team members are given 10 hours of work time to enable them to participate.
Recognition is a key agenda item in the monthly team briefing. Through the formal recognition programmes, teams and individuals are nominated for four different internal awards categories.
Recognition is a key agenda item in the monthly team briefing. Through the formal recognition programmes, teams and individuals are nominated for four different internal awards categories.
To reward employees for their efforts public recognition is given via email and extra net. There is also a share option scheme and regular pizza and bbq lunches to reward staff.
In a recent benchmark survey 95% of users rated Toptable as good or excellent and 64% had discovered them through a friend. Toptable.co.uk have a democratic environment where staff from all walks of life are welcomed and encouraged to help shape strategy.
Every client project, from inception to delivery, involves cross-team working to pull together the relevant skills to ensure a successful event. A budget is made available for teams to hold social activities and invites to individuals from other teams are encouraged.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Employees are recognised for their efforts and thanked regularly. To celebrate there is bucks fizz and celebratory breakfasts or lunches. Good news stories are publicised via the intranet.
As well as a "Make a Difference Day", Midsummer also have a Community Development Fund.
Midsummer operate a Leadership development programme called "Meridian". Employees are given a tailor made training plan and the opportunity to work in other teams in completely different roles.
Tandberg encourage employees to develop and have introduced a comprehensive Learning and Development programme based on 3 defined areas - Leaders, Experts and Entrepreneurs. This allows people to set out their own career development, supported by the management team.
By using video conferencing technology, Tandberg have been able to reduce their carbon emissions by meeting remotely, rather than having to travel to meetings. They also provide facilities for recycling several different types of refuse.
Tandberg encourage employees to develop and have introduced a comprehensive Learning and Development programme based on 3 defined areas - Leaders, Experts and Entrepreneurs. This allows people to set out their own career development, supported by the management team.
Employees are rewarded for their efforts by internal recognition at award ceremonies and conferences. They can also receive staff incentives worth in excess of £350,000 and increased colleague discounts to 30% on Own Label products.
Employees are rewarded for their efforts by internal recognition at award ceremonies and conferences. They can also receive staff incentives worth in excess of £350,000 and increased colleague discounts to 30% on Own Label products.
Stores, distribution centres and Head Office have participated in Superdrug's 'Bid for the Boss' campaign and the CEO has spent 16 days working on the shop floor, in distribution centres and in Head Office departments to get closer to the business.
Stephen George offer the opportunity to work at home for an agreed period if required, such as when returning from Maternity leave. There is also a degree of flexibility with the hours people work.
Stephen George offer the opportunity to work at home for an agreed period if required, such as when returning from Maternity leave. There is also a degree of flexibility with the hours people work.
There are Annual Personal Development Reviews and informal interim reviews.
The college sees employees as its greatest asset and invests heavily in creating opportunities for personal and career growth. The remuneration and benefits package is one of the best in the further education sector.
The college has strong values to which all subscribe and the supportive environment offers employees plenty of scope and opportunities for personal growth and career development.
Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.
To encourage team work and build strong teams there is recognition of high-performing teams including paid for meals and nights-out. Sonoco Trident also have customer focused team performance updates at "Time-Outs".
Sonoco Trident support local creative initiatives e.g. Wilberforce Women book, commissioning of artwork for offices, Madame Clapham Exhibition sponsorship etc. They also have a Yearly charity fund raising tea-party. This year raised £2750.
To support and develop people managers within SME Insurance Services Ltd they operate a flat structure. All senior staff, whether a supervisor or director, are approachable and happy to get involved at any level or part of the business.
SME encourage free communication from employees and ask them to keep SME updated of changes in their life. SME openly consider any request that a member of staff may have that would ease any pressures they may be under.
SME encourage free communication from employees and ask them to keep SME updated of changes in their life. SME openly consider any request that a member of staff may have that would ease any pressures they may be under.
Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.
Monthly question and answer sessions are Soup employees' opportunity to ask any question they want directly to the Managing Partner, Nick. They are designed so all employees feel and see that their contributions and ideas are valued and influential.
One of Soup's most successful staff initiatives is ‘I'm From Soup Get Me Out of Here'. Bi-monthly teams of six staff are given £3K and two days off to travel anywhere in the world, enjoy themselves, bond and come up with ideas to improve the company.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
RMJM do not follow the route of many of the leading architectural practices which promote the work of just one ‘star architect'. Instead of being restricted by a rigid line management structure, architects at RMJM work in fluid project teams - partnering with and learning from, a range of colleagues from all offices.
To reward employees for their efforts RMJM offer employees a company bonus, an exceptional bonus and a long service award.
RMJM provide support and funding for professional qualifications and memberships. Talent is promoted where appropriate and provide opportunities to travel to and work in other offices worldwide.
Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.
Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.
The Training Academy accommodates staff from their first day to their last day. There are also 'Webinars' which are interactive training in small groups led by external specialists on specifically selected issues.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
Randstad support promotion from within. It is very unique that within the organisation, the vast majority of the senior management team came into the organisation as a consultant and progressed within the company.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Power Technology Solutions focus on being a “people orientated” company who recognise the intrinsic value of each person within the company and look to nurture and develop the particular core skills and attributes that each individual brings to the organisation, not only on a professional basis but on a “life experience” basis as well.
Power Technology Solutions offer career breaks and make efforts to place employees on projects that are more local to their home. They also provide free private healthcare and have a formal stress policy in place.
They invest heavily in supplementing the existing skills and qualifications of their employees with further qualifications not only relevant to their own particular role but also to broaden their knowledge of other roles, skills and activities within related fields.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
MessageLabs pay for performance as part of the annual review and individual departments have a budget to give small rewards to staff.
Each quarter, at Messagelabs' business review, there are awards for employees and teams under set categories. At the annual business review they acknowledge outstanding achievements by giving three employees a Rising Star award where they are mentored by a business leader for the year.
MessageLabs pay for performance as part of the annual review and individual departments have a budget to give small rewards to staff.
MD Insurance develop their managers through mentoring and coaching feedback sessions as a group and 1 to 1, as well as open forums and ideas input meetings.
Unsung Heroes - anyone can be nominated at any level in any department who has gone the extra mile. They receive a box of Cadbury's Heroes on their desk the following day. Idea Awards are given to people who have an idea that's been implemented and 'gone further' -a cash bonus and trophy is awarded.
Wisdom Wednesdays are an opportunity for departments to meet and deliver an overview of what each department does and explore ways of working more effectively together. This takes place over a buffet lunch on a weekly basis.
Wisdom Wednesdays are an opportunity for departments to meet and deliver an overview of what each department does and explore ways of working more effectively together. This takes place over a buffet lunch on a weekly basis.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
Staff Forums are made up by representatives from all departments and are chaired by the C.E.O/General Managers and senior executive team.
How Mattel achieve success is just as important as the success itself. Mattel regard the thoughtful management of the environment and the health and safety of employees, customers and neighbours as a high priority of their responsibility to be a sustainable company - today and tomorrow.
Leaders, senior managers and employees are fully integrated in day-to-day business practices. There are regular company updates and conferences and an Employee Communications Forum.
How Mattel achieve success is just as important as the success itself. Mattel regard the thoughtful management of the environment and the health and safety of employees, customers and neighbours as a high priority of their responsibility to be a sustainable company - today and tomorrow.
The company does not have a long hours culture. Staff are encouraged to take all holiday entitlement and overtime is paid. Home working is also an option for employees and they are provided with the necessary technology to allow this to happen, i.e. Blackberrys, laptops and remote access.
The company does not have a long hours culture. Staff are encouraged to take all holiday entitlement and overtime is paid. Home working is also an option for employees and they are provided with the necessary technology to allow this to happen, i.e. Blackberrys, laptops and remote access.
The CEO and senior management are proactive in thanking staff for projects well done by taking them out to lunch or using the rewards programme where a certain number of points are given and the points can then be used to buy a gift of the employees choice.
Management Development Programmes are in place to support managers with people management ideas and learning. Managers are also assigned a mentor and a personal coach.
Management Development Programmes are in place to support managers with people management ideas and learning. Managers are also assigned a mentor and a personal coach.
Rising Star Award - A hero of the future, someone who stands out from the crowd, makes a huge difference to their hotel in a short space of time, have embraced the values and culture and taken every opportunity to develop the business as well as themselves. Someone who shows great hunger and ambition to progress within the organisation.
London & Country Mortgages plant 50 trees for each mortgage they do. They use recycled paper stock for all their brochures, envelopes and letterhead.
Teams have shared goals and awards and team events are held, the activities include go karting and outward bound courses.
London & Country Mortgages plant 50 trees for each mortgage they do. They use recycled paper stock for all their brochures, envelopes and letterhead.
Employees are rewarded financially for their efforts. Employees are trusted to manage their own time and the Partners personally say thank you to employees.
Commission is paid to all staff for the introduction of new Clients to the Practice. In addition discretionary bonuses can be paid at the end of the financial year.
Employees are rewarded financially for their efforts. Employees are trusted to manage their own time and the Partners personally say thank you to employees.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
JMP have designed and introduced a unique 3-part personal development framework. They have extended their unique Graduate Training Scheme.
Staff are well rewarded with competitive salaries, annual bonuses, private health care, life insurance, a pension scheme and flexible working arrangements. Hilson Moran has a “work hard play hard” mentality and strive to assist staff in balancing a successful business career with personal fulfilment.
Hilson Moran encourage attendance at training courses and arrange regular informative seminars to assist staff in keeping abreast of new technologies. The company operates mentor schemes for the principal engineering professional bodies and pays annual subscriptions for staff.
Hilson Moran is involved in the development of sustainable buildings. They carry out research into sustainability issues and advise clients and local authorities on such issues. They also implement environmentally responsive practices within the office such as paper recycling.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
All employees have a monthly one-to-one with their manager where they can speak about their performance, what's working and what isn't, what they would like training in and where they would like to develop.
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
The directors are the first to arrive at social events because they not only organise the events, but actually physically set them up. They welcome staff first hand and then can be seen behind the bar or flipping the burgers to feed the staff and their guests – working for their people and taking the orders!
HEAT devote the month of February to raising awareness of specific health issues and bringing a range of free services to employees. The programme includes cardiac risks factor tests, a chiropody clinic, eye testing, hearing tests, Indian head massage and an open surgery with the company doctor.
Gyro International believe in teamwork. Everyone in the company has a departmental team and also a peer group. They encourage teams of all sorts to socialise together, to swap ideas, to take responsibility and to enjoy working together.
Gyro International believe in teamwork. Everyone in the company has a departmental team and also a peer group. They encourage teams of all sorts to socialise together, to swap ideas, to take responsibility and to enjoy working together.
Gyro International recognise and praise brilliant work with internal awards, all company annual bonuses, highly competitive salary, benefits package and staff incentives. In addition, they have birthday Fridays, fruit, breakfast and drinks for all staff and fast track internal promotions to encourage growth from within.
The management population at GMAC RFC are supported with a variety of options including Ashridge Business School on- line, management development programmes, both at entry level through the accredited Institute of Leadership Management and more senior development delivered by De Monfort University.
The management population at GMAC RFC are supported with a variety of options including Ashridge Business School on- line, management development programmes, both at entry level through the accredited Institute of Leadership Management and more senior development delivered by De Monfort University.
The Sports & Social club is available to all permanent associates and provides year round opportunities to participate in a variety of sporting and leisure activities which creates an atmosphere which supports one of the Companies key values, 'Balance Life'.
FD are always looking for ways they can improve their approach to employment. Their values help them focus their attention on how they can work better together to drive the business forward.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
The company provide an organisational structure that supports effective team working as well as supporting numerous social events.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Eversheds employees are recognised by their line managers saying thank you for a job well done. They also get recognition through the vision and values scheme and their personal development review discussion which is linked to pay and personal development opportunities.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
Ellis Fairbank encourages leadership and believe in investing in their people. To showcase this they have a market leading training programme which receives extensive support and investment from their Board.
The company provide a number of awards to recognise outstanding achievement, including The Most Consistent Consultant and the Top Consultant which is given to the consultant that achieves the highest invoiced fees within Ellis Fairbank.
EcoSecurities is a very dynamic and exciting place to work with a very friendly and interactive workforce.
EcoSecurities is a very dynamic and exciting place to work with a very friendly and interactive workforce.
EcoSecurities support local university students through the provision of scholarships. They also give donations to disaster funds and match any offsetting done by employees.
Introduction of all new employees to senior management team, quarterly lunch meetings by individual business directors and an open door policy.
The company is based on four pillars (Innovation, Investment, Inclusion and Internationalisation). These are driven by working groups which are responsible for delivery as well as policy development. All employees, regardless of seniority or discipline, are encouraged to play an active part in any of the groups they choose.
EA Technology Limited supports local communities including charities, schools and colleges.
The management team are fully committed to the development of all employees and a clear career and development route is outlined and supported. All members of staff have mentors to allow communication to occur both on a technical and personal basis.
DBK Group focuses its success on the contribution of its employees and give recognition for individual and team delivery and outstanding performance. Recognition is given in many forms, such as verbal and written published on the intranet, along with benefits in financial or lifestyle improvements.
DBK group give people managers responsibility and autonomy in their area. They also provide 'Institute of Learning and Management' Training to help support and develop them.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Consarc Design Group Ltd office is a modern open plan working environment which creates a pleasant working atmosphere. Overtime is discouraged and there are flexible start and finish times within the core hours.
The Leader and senior managers are always available to talk to staff and the company has an open and friendly atmosphere. The directors and associates also take part in team meetings where ideas and comments are sought.
Consarc Design Group Ltd are a member of Business in the Community network. They take part in charity fundraising annually and have put in place a Cycle to Work scheme for all staff.
CNP offers a professional environment where employees can develop with the growth of the company, continue to expand their knowledge and achieve their aspirations within their given career path. Responsibility is given to the employee to manage their own workload and they receive continuous training and development.
Hard work is recognised and rewarded on individual merit through rewards offering numerous benefits. Good performance is identified through Performance Appraisals and discretionary non-contractual bonuses and area promotions are used as rewards.
Sports Club membership to the value of £480 per annum is available to all employees and CNP operate a Cycle to Work Scheme.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET provide tailored development plans for their key talent using a competency framework. The focus is on career goals; where the employee is now; where they need to be; the gap in terms of competency and skill set and the training and development needed to help get them there.
Through the 'Living the Values' scheme, employees who have been identified by their colleagues as having demonstrated behaviours that show alignment with the company's brand values are awarded with vouchers.
Through the 'Living the Values' scheme, employees who have been identified by their colleagues as having demonstrated behaviours that show alignment with the company's brand values are awarded with vouchers.
City & Guilds have recently implemented contribution-related pay awards and added to their benefits package. In addition to existing core benefits, employees can now purchase dental insurance, discounted childcare and retail vouchers and up to a week's additional annual leave, among many other new benefits.
CCEA offer a comprehensive volunteering scheme with each member of staff awarded one day per year to participate. The scheme enables staff to become involved in events which have a significant social impact including refurbishing special needs schools and helping disadvantaged youth back to education.
In line with the company values, all staff are encouraged to participate in improvement activities as part of Cross Functional Improvement Teams. This gives staff the opportunity to work with and gain an insight into the work of other departments.
In line with the company values, all staff are encouraged to participate in improvement activities as part of Cross Functional Improvement Teams. This gives staff the opportunity to work with and gain an insight into the work of other departments.
There is a strong history of people having risen through the company. Prospective and current employees can see that it is possible to become a Board Director or Senior Manager yet start out as an Apprentice on the shop floor.
Caunton Engineering try to maintain as much communication as possible through regular newletters, team meetings, Employee Forum Meetings and away days. They are constantly reviewing pay and benefits to ensure they are properly rewarding employees.
To help employees balance their home and working life, staggered working hours can be agreed through the Employee Forum. Caunton Engineering also have an Employee Benefit Trust from which discretionary payments are made to prevent hardship.
Their peer review process provides excellent development opportunities for all involved. Formal technical training is also provided, along with report writing, soft skills and leadership development training as required.
Helix RDS aim to provide a pleasant atmosphere where staff can socialise. They have recently installed fresh ground coffee machines and also provide free fruit to all staff and visitors to the office. They also provide corporate membership to local gyms and swimming pools.
Their peer review process provides excellent development opportunities for all involved. Formal technical training is also provided, along with report writing, soft skills and leadership development training as required.
Employees at Cairngorm Mountain have free use of a local gym and swimming pool and the company provide free flu jabs on an annual basis. They also run a Cycle to Work scheme.
Employees at Cairngorm Mountain have free use of a local gym and swimming pool and the company provide free flu jabs on an annual basis. They also run a Cycle to Work scheme.
The whole company closes one day a year and goes offsite for a teambuilding day. Fun is also key so they have fun together, at least 4 social events per year are arranged by the company.
Butler & Young encourage their employees to develop by providing funding for professional qualifications. There is also structured progression for internal and external training by their training team.
To encourage team work Butler & Young provide team building and training events. They also have area and office meetings which usually take place over lunch.
Butler & Young encourage their employees to develop by providing funding for professional qualifications. There is also structured progression for internal and external training by their training team.
Brahm encourage all employees to attend Brahm University and Volunteers Plus sessions during which they get to work with members of staff from different specialisms and improve their leadership and other skills.
Brahm encourage all employees to attend Brahm University and Volunteers Plus sessions during which they get to work with members of staff from different specialisms and improve their leadership and other skills.
Brahm harness the enthusiasm and generosity of spirit of their employees by being involved in the volunteering programme, Leeds Cares, sharing time and skills with the local community, in particular St George's Crypt, a homeless charity.
bptw updates on projects and events are regularly published on their daily news page and senior staff make a point of congratulating the team involved. In addition, the weekly team meetings allow for discussion and praise.
bptw have committed at least 1% of their profit to charities nominated by staff on an annual basis. In addition, they encouraged and sponsored staff and clients to take part in a number of charity events and their team collected the most sponsorship in this years Butlins Swimathon.
bptw updates on projects and events are regularly published on their daily news page and senior staff make a point of congratulating the team involved. In addition, the weekly team meetings allow for discussion and praise.
The benefits package at Boyes Turner includes amongst other things, regular bonuses for all staff as well as healthcare, pensions, life insurance, discounted PCs and bicycles, local restaurants discounts, on-site catering and gym membership.
Boyes Turner encourage all employees to continually develop and extend their skills throughout their careers. Each member of the firm has a training budget which they are expected to spend annually. A number of staff are currently studying for first and second degrees fully paid for by the firm.
Most staff participate in the numerous social events that take place at group and firm level including weekly after work drinks events and after work quizzes as well as theatre trips, go-karting events, BBQ's and theme park trips.
Black & Decker hold annual Excellence Awards for outstanding performance. Winners and their partners attend the fully-funded global "Circle of Champions" trip to the Caribbean. Employees must have clearly demonstrated that they live the values of the organisation as well as excelling in their job performance.
Black & Decker hold annual Excellence Awards for outstanding performance. Winners and their partners attend the fully-funded global "Circle of Champions" trip to the Caribbean. Employees must have clearly demonstrated that they live the values of the organisation as well as excelling in their job performance.
Each year Black & Decker conducts an Organisation Review in which the company considers the current and future capabilities of the business from a people perspective, focusing on developing our own talent and carving career paths. Requirements from this lead directly into Learning and Development programmes and workshops, and also into projects to give individuals the experience they need to prepare them for their next role
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
All employees at Birse Civils receive annual performance development reviews. This process is designed to support the development of the individual and to ensure that a specifically tailored training programme is developed and delivered.
Efforts are recognised and the business structure allows for transparent development within a structured career path through the business. Benoy celebrate success as a company and individuals are highlighted in that celebration.
Outstanding individual contributions are celebrated by all. Special awards are presented each Christmas in every office for outstanding performance during the year. Individual service is also recognised and marked with a gift presentation at 5 years, 10 years, 20 years, 25 years and so on.
Outstanding individual contributions are celebrated by all. Special awards are presented each Christmas in every office for outstanding performance during the year. Individual service is also recognised and marked with a gift presentation at 5 years, 10 years, 20 years, 25 years and so on.
The Group Chairman is involved with several local organisations. They participate in fund raising for charities. They also have initiatives in the local community.
KB Benfield have appraisals with 360 degree feedback. They have a business critical learning and development plan. They also have an Investors In People recognition.
The Group Chairman is involved with several local organisations. They participate in fund raising for charities. They also have initiatives in the local community.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
bd-ntwk actively promote the company culture and involve staff in defining what it means to be ‘Everybd'. Team events and challenges are held with great prizes provided for the winners.
As part of their corporate social responsibility, B Braun Medical provide support to local schools, Yorkshire Air Ambulance and Sheffield Children's Hospital Charity.
There are various well being benefits available to employees including flexi-time, a staff childcare voucher scheme, health screening and advice and counselling support. B Braun also run well being workshops and health and safety assessments.
The ‘Job Well Done' initiative is designed to provide employees with an opportunity to be nominated and receive recognition for an outstanding and excellent contribution in the work place. The scheme is open to all employees and nominations may be received spontaneously at any time.
The shareholders have committed to give 5% of profits to charitable causes. To date they have built schoolhouses in Niger, paid for a classroom at an orphanage in China and research into smoke hood technical design and implementation in Nepal.
Audio Partnership treat their employees fairly and ensure they give them something in addition to their salary, for example the annual overseas team trip and fun nights out at the company's expense.
At Audio Partnership, they recognise 'Heroes'. These are announced at all team briefings, celebrating those colleagues who have gone above and beyond the call of duty since the last meeting. ‘Superheroes' are announced when colleagues have done even more outstanding things.
Arram Berlyn Gardner's Partners and Managers are encouraged to say 'well done' and provide feedback. Employee salaries and bonuses are also very competitive.
Arram Berlyn Gardner always take part in National charity events such as Children in Need. They are also considering volunteering work with a local charitable organisation, which will link with the staff development programme.
Arram Berlyn Gardner's Partners and Managers are encouraged to say 'well done' and provide feedback. Employee salaries and bonuses are also very competitive.
When someone joins Arora, the induction focuses on people being at the heart of their business. Arora take their people managers through a number of key training courses such as "Leading and motivating a team" together with "Coaching Skills" so they continue to grow within the business.
When someone joins Arora, the induction focuses on people being at the heart of their business. Arora take their people managers through a number of key training courses such as "Leading and motivating a team" together with "Coaching Skills" so they continue to grow within the business.
Arora provide healthy options for staff lunches. As an employer, they are always looking at ways to make meal times more healthy for staff as well as giving them food that they enjoy.
Accord Housing Group pride themselves on excellent training provision, including opportunity for further education, such as MBAs. They also have a volunteering policy and several opportunities for their employees to learn more by applying for secondments around the business.
They have a 'Smart Ideas Policy' at Accord Housing. For each idea that an employee submits, they will receive a cash award of £25. If the ideas result in cash savings of £2000 or more, the employee will be entitled to further one off payments.
Accord Housing Group pride themselves on excellent training provision, including opportunity for further education, such as MBAs. They also have a volunteering policy and several opportunities for their employees to learn more by applying for secondments around the business.
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