State of Engagement 2026 Report |
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The RKH Group believe their CEO Paul Bridgwater listens and truly takes time to understand the 'people issues' in the business as he directs the business with the future in mind at all times. This was recognised in 2008 when the CEO was voted CEO of the Year at the 'Reactions' London Market Awards.
The group is 100% owned by staff and Directors and share ownership is widely distributed across all employee groups. Additional share ownership schemes are currently in operation to further incentivise and retain new talent to the Group.
The RKH Group hold regular team meetings to discuss workloads, future developments, staffing issues. Open dialogue by all participants is actively encouraged during these meetings.
Ralli recently held a team building weekend at Carden Park which involved guest speakers, team building exercises, and staff were rewarded with an evening meal and entertainment, all paid for by the firm.
As an organisation Ralli offers all members of staff regular, monthly social events to participate in.
As an organisation Ralli offers all members of staff regular, monthly social events to participate in.
Quest create new teams and new offices based on people's abilities and personal needs. Examples are Manchester, Sri Lanka and Dubai. In all these cases the company had an employee who strongly wished to or needed to relocate. Where there was a business case Quest created an office and in two cases promoted the people at the same time (in the third example of Sri Lanka they couldn't promote the manager because they had reached the highest level as their Financial Controller). All these new offices resulted in extra local employment with several significant benefits such as retaining great staff, expanding their markets, saving costs. The staff that opened these offices have experienced and enjoyed huge jumps in their learning curves, career development and at all times this has worked alongside their personal needs and balanced their work-life /home-life needs.
Quest create new teams and new offices based on people's abilities and personal needs. Examples are Manchester, Sri Lanka and Dubai. In all these cases the company had an employee who strongly wished to or needed to relocate. Where there was a business case Quest created an office and in two cases promoted the people at the same time (in the third example of Sri Lanka they couldn't promote the manager because they had reached the highest level as their Financial Controller). All these new offices resulted in extra local employment with several significant benefits such as retaining great staff, expanding their markets, saving costs. The staff that opened these offices have experienced and enjoyed huge jumps in their learning curves, career development and at all times this has worked alongside their personal needs and balanced their work-life /home-life needs.
Managers at Quest communicate consultant responsibilities and targets to their teams regularly. This is done through weekly one-to-one and team meetings, and quarterly appraisals. In these meetings, managers will discuss performance against target, and make recommendations to consultants who need extra guidance.
Precedent strongly believes in the idea of “soft rewards” – i.e. small rewards that are given regularly to recognise excellent work or performance. Rather than simple monetary bonuses which can often quickly be forgotten, these rewards tend to be something more individual, memorable and appropriate for the person. For example a meal for two at a nice restaurant, a weekend away or even simply iTunes vouchers. In addition to this, at the company's annual company meeting held every April, Precedent reward the most hard working and highest achievers. The excursion is, in itself, a sort of reward as it involves time out of the office, dinner and an element of socialising, but more crucially, Precedent hold nominations for the Best Newcomer and Best Overall Performer. These nominations are open to everyone across the company and everyone is invited to contribute. The winner is selected by the senior management based on the nominations received as well as on general performance throughout the year.
Precedent pride themselves on being a transparent organisation and ensures that all of their employees feel they can talk openly to the company as well as see what's going on within the company at all times. Precedent has an active open door policy and spacious open plan offices across the UK to encourage engagement at every level. The company holds bi-monthly 121 sessions, where each employee meets with their line manager to discuss progress over the previous two months and targets for the next. This is an opportunity for employees to voice any concerns and talk candidly with their line manager. Precedent also hold department days throughout the year where each department from across all the UK office teams meet to discuss working processes, highs and lows before engaging in more social activities like go-carting, dinner or simply a few drinks.
Precedent strongly believes in the idea of “soft rewards” – i.e. small rewards that are given regularly to recognise excellent work or performance. Rather than simple monetary bonuses which can often quickly be forgotten, these rewards tend to be something more individual, memorable and appropriate for the person. For example a meal for two at a nice restaurant, a weekend away or even simply iTunes vouchers. In addition to this, at the company's annual company meeting held every April, Precedent reward the most hard working and highest achievers. The excursion is, in itself, a sort of reward as it involves time out of the office, dinner and an element of socialising, but more crucially, Precedent hold nominations for the Best Newcomer and Best Overall Performer. These nominations are open to everyone across the company and everyone is invited to contribute. The winner is selected by the senior management based on the nominations received as well as on general performance throughout the year.
There are frequent social events within Parklands, commemorating particular milestones in the calendar. This year, the Managing Director, Senior Managers and Receptionist decided to dress up and re-enact the wedding of William and Kate. This was taken extremely seriously with wedding dress and bridesmaid dresses being purchased, hairdresser appointed and make up expertly applied. Staff and relatives enjoyed the social event with a meal and further musical entertainment. The bridal party travelled between care homes to re-enact the occasion with relatives and staff enjoying a sing along, meal and further musical entertainment in the evening.
Parklands has been an An Investor in People member since 1996 and has recently been reassessed in 2011. Using the tools setup in Investors in People, the management team supports employee development in every way possible. From a degree in Social Work, Diploma in Health Care and SVQs Level 2 and 3, the company actively encourages their people to be all they can be. The company contributes in most cases - for training and gives appropriate time off for study (paid). The mentoring and joint review sessions specifically target any training and evaluates its effectiveness.
There are frequent social events within Parklands, commemorating particular milestones in the calendar. This year, the Managing Director, Senior Managers and Receptionist decided to dress up and re-enact the wedding of William and Kate. This was taken extremely seriously with wedding dress and bridesmaid dresses being purchased, hairdresser appointed and make up expertly applied. Staff and relatives enjoyed the social event with a meal and further musical entertainment. The bridal party travelled between care homes to re-enact the occasion with relatives and staff enjoying a sing along, meal and further musical entertainment in the evening.
Orthoplastics reward efforts with bonuses and competence payments.
Orthoplastics offer private health to a manager group.
Orthoplastics offer private health to a manager group.
Share information in an open and honest way and ensure fresh and relevant information is relayed in a timely fashion. Facilitating team meetings and ensuring that information is cascaded through the organisation.
Share information in an open and honest way and ensure fresh and relevant information is relayed in a timely fashion. Facilitating team meetings and ensuring that information is cascaded through the organisation.
Results will be reviewed with Heads of Departments and communicated throught the organisation. Any viable changes will be assessed for implementation.
A particularly enjoyable social event was the team night out at Batchwood, St Albans in April.
The company have maintained high standards of performance by consistently demanding excellence and delivering support and training to allow their staff to perform at these high standards. They endeavour to invest in high quality equipment and staff training to help keep them at the cutting edge of their profession.
During the last 12 months the Senior Management team have agreed their core values with their staff.
Employees are rewarded for their efforts. Upon completion of any relevant professional qualifications employees are rewarded for their achievement. The amounts are very generous as these awards are also grossed up to ensure the employee receives the full amount after Tax and National Insurance deductions.
Employees are rewarded for their efforts. Upon completion of any relevant professional qualifications employees are rewarded for their achievement. The amounts are very generous as these awards are also grossed up to ensure the employee receives the full amount after Tax and National Insurance deductions.
NMB offer a wide range of benefits to employees in order to enhance their wellbeing. These include; private healthcare to all employees, their partners and their children, health screening which is provided to all employees upon request or should NMB feel this may be beneficial after a period of long term sickness, etc. and gym membership at either a corporate or local gym is offered. They also promote a Cycle to Work Scheme and reimburse the costs of any eye tests for VDU users. In addition, NMB provides fresh fruit and water daily to all 8 floors within the building and also fund a company netball and football team that both have matches during lunch times to promote and encourage healthy living. There is also a company funded darts team so they're a very active company!
Managers conduct monthly reviews to communicate targets/activity requirements and openly discuss how these should be achieved, whilst continuously offering support to their team. Managers have weekly activity reports, which are a discussion with the employee to determine where their focus should be for that week. This is a collaborative discussion, and the Manager ensures the employee knows how this contribution will affect the overall success of the business.
MRL Consulting Group offer Consultants a chance to win a Rolex upon achievement of a specific sales goal.
MRL Consulting Group offer Consultants a chance to win a Rolex upon achievement of a specific sales goal.
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