Supported cascaded training , Management training in numerous topics is delivered by managers, which results in a greater understanding of the material.

Teams are encouraged to use communal areas to boost communication and creativity. Activities such as pool and table tennis are available as well as computer consoles. Benches outside are available for meetings.

Qubit offers a number of options for employee development, and they encourage all employees to take an active role in their own development by discussing career options with their line manager. They offer financial support for training qualifications that are for employee's current or future roles, as well as extra skills they would like to learn. For example, they have sponsored a member of the client team to attend an intensive coding course to further his knowledge of how our client engineer team work and to develop his skill set. Furthermore, the company sponsor several members of the finance team to complete their qualifications .They offered our client team several SQL and tableau sessions. The company is piloting a Lynda.com subscription for use in our marketing team. As well as using external providers, they run weekly internal training on our product updates, competitor information, sales processes and other requested topics. The company also run annual peer to peer appraisals, supplemented with the employee engagement survey tool which offers employees to give feedback to their peers whenever they wish.

Qubit runs a monthly bonus scheme named the Voice it, Own it, Do it Award. The purpose of this is to reward employees for work that goes above and beyond their day to day job role and improves organisational efficiency. This aims to reward those that embody the company values- Voice it, Own it, Do it. There are monthly open nominations, where peers nominate their team mates and detail the reasons for nomination. The winner is decided by senior management and announced company wide in the weekly kick off meeting. The company also share why everyone was nominated to all Qubit offices. The winner is also entitled to a monetary bonus of £1000.

The company hold regular Company Celebration Days and reward employees for their efforts as part of this event. Staff are recognised for their contribution and their successes and the contribution they have made to the lives of young people. The Celebration day is held at a special venue and attended by all staff across the organisation and is a unique opportunity for staff to meet and socialise with staff from other teams. Staff receive Awards and vouchers for specific categories of awards that are chosen carefully by senior management. These events help us to let our staff know that they are valued and recognised.

The company are committed to the training and development of their workforce and to this end they have achieved Gold status with investors in people. Some examples of their employee development include: structured induction and probation process comprehensive training plan for all new employees bespoke training to meeting additional needs of young people. All care staff expected and supported to achieve QCT level 3 in care. All managers expected and supported to achieve QCF level 5 in management. The development of a bespoke performance management supervision tool which addresses the Focus, Skills and engagement of staff and helps managers give constructive evidence based feedback across all areas thereby enhancing performance and engagement in the work place. Supervision policy ensuring regular supervision and support is provided to staff Mentoring and coaching to support new staff and existing staff develop skills Development of life skills through our company wide IT skills development program enabling all staff to achieve NVQ level 2 in IT. Giving opportunities for staff to champion areas of work in the organisation such as Health and Safety, Environment thereby developing additional skills such as chairing meetings.

All team leaders and managers enter into a specific training programme within the company which is a combination of professional ILM qualifications and in house training. All managers are then encouraged to specialise in their specific area of expertise, such as marketing or finance, so by the time a manager oversees a department, they have a combination of both experience and qualifications. Managers are provided with time off to attend courses and study packages and encouraged to continually share learning and best practice amongst colleagues. There is a strong coaching and mentoring culture within the company, which means that all future team leaders and managers benefit from the experience of those already in post.

The company has always encouraged cross department and team working, with a 'one company culture'. Every week, team members gather at HQ for an information sharing and learning session. This not only gives support to those that are in isolated offices but also ensures that everyone has up to date information and shares best practice and achievements. The company also encourages team away days, so they can focus on the future of their departments and what the plans are for the year ahead. The company try to incorporate some competitive activities too, such as the Property Management away day which had quad biking and clay pigeon shooting activities mixed with some sessions with the Director on the future of the business.

The company support AAT finance qualification CIPD for HR CIMA ILM Leadership. There is Training Professional People Practice for managers. Also, How to manage performance for managers. The company offer Sales and selling skills Coaching and mentoring training. The company also offers induction training, time management and business planning.

Employee Business Forum Values are used in all employee communications and featured in all internal training materials.

As an open and transparent business, Omni utilises an array of working practices to boost team interaction - including weekly and monthly meetings across all business units. The most notable example of this is the weekly Account Manager meetings which are dedicated to providing employees the opportunity to raise operational and workplace challenges they're currently experiencing within a supportive forum. Once an issue has been raised, and a round of questions posed, each Account Manager is given an opportunity to suggest a solution in a bid to reach a successful outcome. Omni believes that inclusive initiatives such as this not only create new two-way channels of communication within a team, but also builds trust among employees and ultimately enhances employee engagement and productivity.

As an open and transparent business, Omni utilises an array of working practices to boost team interaction - including weekly and monthly meetings across all business units. The most notable example of this is the weekly Account Manager meetings which are dedicated to providing employees the opportunity to raise operational and workplace challenges they're currently experiencing within a supportive forum. Once an issue has been raised, and a round of questions posed, each Account Manager is given an opportunity to suggest a solution in a bid to reach a successful outcome. Omni believes that inclusive initiatives such as this not only create new two-way channels of communication within a team, but also builds trust among employees and ultimately enhances employee engagement and productivity.

Company Show and Tell + Beer & Lightening sessions take place fortnightly on a Friday afternoon. The sessions promote a culture of shared learning and enhance internal communication across departments whilst enjoying a cold beer and snacks. Development and Operations teams present news around completed features, product updates and roadmap progress as well as new ideas, technologies and learning from conferences and personal self development. Sales and Marketing teams share emerging industry trends, competitor analysis and customer case-studies. HR , Finance and other support functions hold regular slots to provide insight on new-initiatives and processes. A monthly podcast was introduced to pull together interesting stories, interviews and the latest news and updates from across the business - essentially something to bridge the gap between the quarterly company meeting and day to day communications. The most popular podcast to date included an interview with NewVoiceMedia's founder and CTO Ashley Unitt who shared why he started the company and his visions for the future.

Company Show and Tell + Beer & Lightening sessions take place fortnightly on a Friday afternoon. The sessions promote a culture of shared learning and enhance internal communication across departments whilst enjoying a cold beer and snacks. Development and Operations teams present news around completed features, product updates and roadmap progress as well as new ideas, technologies and learning from conferences and personal self development. Sales and Marketing teams share emerging industry trends, competitor analysis and customer case-studies. HR , Finance and other support functions hold regular slots to provide insight on new-initiatives and processes. A monthly podcast was introduced to pull together interesting stories, interviews and the latest news and updates from across the business - essentially something to bridge the gap between the quarterly company meeting and day to day communications. The most popular podcast to date included an interview with NewVoiceMedia's founder and CTO Ashley Unitt who shared why he started the company and his visions for the future.

The company have invested in a bespoke leadership development programme "Talent Unlimited", in order to develop the skills of senior leadership team. The programme focuses on authenticity and both technical and behavioural skills to enhance individual capability. All managers are provided with appraisal training, focusing on the appraisal process but more importantly, how to deliver an effective appraisal so that individuals leave the meeting feeling motivated regardless of the topics covered. In addition to this, they have also recently invested in line - management training, this is for current line manager and those likely to be promoted in the near future into a managerial role. This is to ensure they have the required capabilities before taking on the responsibility. The course covers recognising everyone as an individual whilst highlighting the importance of treating everyone fairly, delegation, motivation and how and when to have difficult conversations.

They have run internal comms campaigns and postcard desk drops to reiterate the mission, vision and company values. They also feature in appraisal forms to ensure that employees are living and breathing our shared goals.

Staff at DLKW Lowe were involved in helping decide what the company's values should be and have been included from day one. Staff meetings were used as a forum to discuss the company's values. The values of the company are now communicated during the induction process for new employees and also in the language used throughout the company day in and day out.

The senior management team at DLKW Lowe demonstrate the company's values through their behaviour and always use the company's terminology in all staff meetings. They also award staff who continually demonstrate the company's values in their day to day working lives.