F5 have internal L&D resources available for their employees including a soft skills curriculum available for employees and managers to attend, for example four weeks of Technical training in Seattle office for all new UK-based technical employees and one week for Sales Bootcamp . The in-house soft skills training courses held in the UK are effective tools for employee development but it is impossible to calculate the investment/spend as F5's internal systems do not capture this information. The company have also introduced the Personal Development Plan for each employee. This is created in collaboration between the employee and manager to leverage strengths and give an opportunity to improve where appropriate. The PDP is targeted at individual needs and focusses on the individual's goals and where they want to develop. All of F5's managers are trained to coach/mentor their employees and their technical teams have a technical Mentor as part of the structure.

F5 have internal L&D resources available for their employees including a soft skills curriculum available for employees and managers to attend, for example four weeks of Technical training in Seattle office for all new UK-based technical employees and one week for Sales Bootcamp . The in-house soft skills training courses held in the UK are effective tools for employee development but it is impossible to calculate the investment/spend as F5's internal systems do not capture this information. The company have also introduced the Personal Development Plan for each employee. This is created in collaboration between the employee and manager to leverage strengths and give an opportunity to improve where appropriate. The PDP is targeted at individual needs and focusses on the individual's goals and where they want to develop. All of F5's managers are trained to coach/mentor their employees and their technical teams have a technical Mentor as part of the structure.

Once a month Exposure hosts a new exhibition within their dedicated gallery space. The Exposure gallery provides a platform for established artists and emerging creatives to showcase their work - selected not only for their innovative practice but also their aesthetic qualities. So far this year has seen a diverse collection of work from the Launch of ‘The New British' Magazine that was designed and edited by Kez Glozier and Neville Brody to the ‘Not Just a Mum' photography exhibition from the hip group Mothers Meeting founded by Jenny Scott. With each new exhibition comes a private view launch event where the company open the gallery and bar to the public. Running alongside their monthly gallery exhibitions Exposure also hosts creative lectures and inspiration sessions from guest speakers and friends of Exposure, including Mutate Britain and Matt Stuart.

Due to the nature of the organisation Exposure have tailored their training programme to suit the diverse requirements of the agency. This includes a training needs analysis for each team to identify skills gaps. Training courses both internal and external can then be matched to these requirements. This ensures employees are catered for on an individual basis.

Exponential have a number of recognition schemes in place. These include: Exponential-e stars – this allows employees to nominate their peers for good practice. All nominations are publicised on the intranet and particularly note-worthy candidates receive a gift voucher reward. Exponential-e annual awards – employees are nominated by the Senior Management Team for their contributions and achievements over the last 12 months. Awards include, Best sales order, Best Sales Person, Outstanding Contribution and the Directors Award. Sales achievers lunch – Every quarter, the sales team members who have achieved 100% or more of their target are invited to a meal with the CEO. Sales incentives – on top of the commission plan, the CEO runs a number of tailored product incentives which see Sales people win bonuses or prizes such as an iPad.

Managers are able to set their teams and team members individual and collective targets that meet SMART objectives, so long as these are aligned to the overall business objectives. Additionally, Managers are able to nominate for the company STARS awards and also influence the pay rises for those who have over achieved against their objectives or who have gone above the call of duty.

Core manager classes giving needed skills to new and newly hired managers as required. Managers are measured on how well they coach and develop their employees as well as business results. Managers are eager to meet business results and often allow employees flexible work arrangements to accommodate both business and personal balance.

Expedia.com Ltd operates a wellbeing reimbursement annual amount of £850 to offset against sporting activities. Also, as part of the Private Medical Insurance, there is a vitality programme focusing on wellness. Their health provider also runs an annual employee health day consisting of health checks etc. Yoga, pilates and massages are all facilitated on site. Lastly, Expedia offers annual vaccinations and heavily discounted health screens as well as generous personal travel benefits.

The whole organisation comes together at the end of every month to celebrate the company's success and individual teams are given the opportunity to present to the whole organisation and are recognised for their success. Efficio has two annual review cycles to ensure that employees do not have to wait a full 12 months before getting feedback and acknowledgement for their hard work. Bonuses are paid bi-annually as an outcome of this review cycle which is also perceived very positively by the employees.

The whole organisation comes together at the end of every month to celebrate the company's success and individual teams are given the opportunity to present to the whole organisation and are recognised for their success. Efficio has two annual review cycles to ensure that employees do not have to wait a full 12 months before getting feedback and acknowledgement for their hard work. Bonuses are paid bi-annually as an outcome of this review cycle which is also perceived very positively by the employees.

The rewards and recognition scheme provides a wide range of benefits ranging from financial bonuses, flexible time, caring for their health and well being by providing health insurance and gym membership as well as genuine help and support through any difficult personal times. Awards are presented at the annual awards ceremony. Similarly, the company also arranges team dinners for well performing teams and monthly social events for all members of staff to enable them to realise that the company value the contribution they are making towards the growth, development and expansion of the company. Financial assistance is provided for further education to different members of staff and time off for exams and study is also given. Staff are also invited to attend external functions throughout the year.

The rewards and recognition scheme provides a wide range of benefits ranging from financial bonuses, flexible time, caring for their health and well being by providing health insurance and gym membership as well as genuine help and support through any difficult personal times. Awards are presented at the annual awards ceremony. Similarly, the company also arranges team dinners for well performing teams and monthly social events for all members of staff to enable them to realise that the company value the contribution they are making towards the growth, development and expansion of the company. Financial assistance is provided for further education to different members of staff and time off for exams and study is also given. Staff are also invited to attend external functions throughout the year.

The company are really proud to be recognised as an industry leader in Attorney training. Not only are they told this by recruitment consultants, they are recognised by their competitors and experience no problems in recruiting highly talented trainee level Attorneys. The company also has excellent retention rates.

The company are really proud to be recognised as an industry leader in Attorney training. Not only are they told this by recruitment consultants, they are recognised by their competitors and experience no problems in recruiting highly talented trainee level Attorneys. The company also has excellent retention rates.

Last year the company organised for a nurse to come into the London office to administer flu vaccinations for any staff who wished to get it for free. They want people to know that they care about their well-being and think that initiatives like this really make that point clear. They also ensure that their staff are provided with fresh fruit which is delivered to the office every week.

Last year the company organised for a nurse to come into the London office to administer flu vaccinations for any staff who wished to get it for free. They want people to know that they care about their well-being and think that initiatives like this really make that point clear. They also ensure that their staff are provided with fresh fruit which is delivered to the office every week.

The company's comprehensive internal training schedule supports the specific requirements of their employees in a way that an external provider couldn't necessarily do, as it is so specific to their business, run by people within the business. They have a true knowledge sharing focused approach, which helps to keep costs down, but has proven to be highly successful with increased percentage scores in their annual employee survey for Training & Development. It has raised skill levels across the business and supports the development plans of all employees, as it provides employees with the opportunities to learn new skills and gain further understanding of industry relevant information.

The company's recognition strategy is rolled out and communicated to all managers through workshops and guidelines. This includes recognising individual achievements privately and publically e.g through 6 weekly G Forces and the annual Grafter Awards ceremony, as well as monthly Platinum Parking awards, Massages of the Month and Spin the Wheel prizes for people who have been nominated. Managers have the 'Recognition Tool Kit' as a guide and have the ability to spend a set budget on recognising individuals and teams. Everyone in the agency can nominate people through the gratitude boards, which are on public display, and all have easy access to the Thank you cards, which can be personally written and distributed in a timely manner.

The company enhance employee well-being through a generous holiday allowance of 30 days plus bank holidays, together with flexible working patterns and a culture that discourages blame. Flexible working hours, home working, reduced hours and job sharing all contribute to a happy workforce. Health, fitness and stress management is encouraged through on-site yoga classes and a five-a-side team football. In addition, a contributory pension scheme and private health insurance help with financial planning and healthcare. The company paid cash plan allows all members a 24 hour free helpline for counselling, health, and well-being advice.

The company listens to its employees in many different ways. They have been IIP registered since 1999 and information gained from IIP assessments helps them to understand what their staff feel and think. From this they have implemented their cultural and management competencies. Listening skills are one of the company's key management competencies. The IIP assessments ensure that their management strategies are working, and employees are happy and motivated within the culture and organisation. The company also use an appraisal system that focuses on honest, two-way communication. Their appraisals are not tick-box exercises; they are in-depth discussions with employees about their development needs and career goals. The Fun Committee is a group formed to help ensure that the company promotes social activities and to create a working environment that's fun, engaging and happy.