One employee, who came to the company as a student and qualified as an accountant, saw a gap in the market to target the creative industry. They pitched the idea to the board and now they successfully run Ward Williams Creative.

Flexible working and time off is granted to employees on a case-by-case basis. The company also hosts annual summer and Christmas parties.

The company operates a pay banding practice that links financial reward to demonstrated competence over time. As the skill set required by their manual workers is very specific, they bring employees in on a starting salary with the opportunity for pay progression up to 10% as they develop their skills.

The company operates a pay banding practice that links financial reward to demonstrated competence over time. As the skill set required by their manual workers is very specific, they bring employees in on a starting salary with the opportunity for pay progression up to 10% as they develop their skills.

They have a presidents club for overachievers. In the past they have been to New York and Costa Rica. And they have quarterly winners day for overachievers - they are taken to fine dining restaurants and given weekend getaways to locations such as Rome and Paris.

Their senior leadership team communicate with all staff, irrespective of job function or seniority, to set an example of openness and transparency. They have numerous methods of inclusion, including their company bonus structure that is based on open reviews, trust, revenue and growth.

Their online performance system gives employees the opportunity to tell the company how they think they are performing and how they feel at work. Scores have increased this year in relation to freedom to make decisions, meeting individual needs and how happy staff are at work.

Their online performance system gives employees the opportunity to tell the company how they think they are performing and how they feel at work. Scores have increased this year in relation to freedom to make decisions, meeting individual needs and how happy staff are at work.

A new e-brochure has been created to highlight all their employee benefits to remind staff of the range of benefits they are entitled to. Previously many were unaware of the benefits and so this promotion has been successful in improving employee engagement.

The Gym Group does not believe in targets that are unobtainable or ‘moving the goal posts'. With this clear understanding set out from day one it allows managers to productively manage their working week, without the need to encroach on their own personal time.

Each team at SweetTree has a manager on call 24/7 and the office is open seven days a week. In addition, the company has established an employee assistance programme, as well as regular team events to ensure staff can relax and socialise.

Each team at SweetTree has a manager on call 24/7 and the office is open seven days a week. In addition, the company has established an employee assistance programme, as well as regular team events to ensure staff can relax and socialise.

SHI are dedicated to empowering their employees. From the very start, all employees are encouraged to make their own decisions about their work, without needing to refer to senior management, speeding up decisions and easing customer pain.

SHI rewards employees with an annual performance-related salary increase, where staff are given a raise based on their contribution throughout the year. Employees are also given performance-related bonuses based on meeting specific goals.

One lucky sales-i employee, who is a keen runner, was allowed to work in the company's Chicago office so that he could take part in the Chicago Marathon. The trip was fully funded, with no annual leave required, and sales-i even contributed to his fundraising efforts.

sales-i ensures employees have time to relax and socialise by providing a table tennis table and equipment for use when taking a break from their desks. What's more, the company prides itself on its flexibility for parental requirements - including changing working hours to meet childcare needs.

Teamwork is promoted through various activities, including Thursday evening film club, lunchtime eat and meet exploring different topics, free breakfasts in their cafe and 'Random Coffee Trials' whereby staff can sign up to be randomly matched with a colleague every fortnight, and they go for a coffee together.

The last engagement survey led directly to the organisation developing a people values framework and initiating leadership and management development training with the aim of bringing alive its vision and passion and strengthening the psychological contract between the organisation and staff.

Robin Hood Academy have created an internal leadership programme delivered by our Executive Head Teacher. This is a programme delivered after work to middle leaders or those aspiring for leadership roles.

A strong moral compass and commitment to Robin Academy's core values of respect, innovation and equality are demonstrated by the senior management team. Every senior manager places the child at the forefront of their decision-making process and above all other factors.