Officially a Very Good
Company to Work For

Officially a Very Good
Company to Work For

Officially an Outstanding
Company to Work For

Officially an Outstanding
Company to Work For

Officially a World Class
Company to Work For

Officially a World Class
Company to Work For

Officially a Good
Company to Work For

Officially a Good
Company to Work For

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Best Company to work for in the UK
th
Best Company
to work for

Featured Workplace Factors

My Company

82% of staff agreed

I have confidence in the leadership skills of the senior management team

The appraisal system incorporates a training plan where any courses/qualifications that will enhance performance are identified. This incorporates management qualifications. Internal management development training is available and whenever possible Inventures recruit internally. Succession planning is supported through mentoring and coaching to develop management. This approach enables knowledge and skill transfer. The appraisal process is 360. Internal coaching/mentoring is facilitated for all new starters and where there are specific requirements for knowledge transfer. Where there are opportunities or specific requirements for knowledge transfer external coaching/mentoring is arranged. In addition, external experts are regularly invited to attend internal meetings to share their knowledge and experience. Inventures also provides mentoring to external organisations. Board meetings are held on a quarterly basis. Other managers forums and seminars are held when there is a business need.

Personal Growth

91% of staff agreed

My work is an important part of my life

Inventures was established following a management buy out in 2005. The Leader of the organisation, David Lawrence, purchased Inventures with five fellow directors and established it as a consultancy in the private sector. The Leader met with each individual and discussed what opportunities were available for them and recruited people into the new private sector organisation. This entrepreneurial move saved many people's jobs and ensured that the new organisation retained specialist skills and experience that benefited Inventure's unique selling point and enabled its transition into a profit making enterprise. The leader ensures that he meets all new recruits personally to welcome them to the organisation and assure them that his door is open to them. His approach is very personal, taking time to know every single member of staff, to understand their interests inside and outside of work.

My Team

88% of staff agreed

This job is good for my own personal growth

The appraisal system incorporates a training plan where any courses/qualifications that will enhance performance are identified. This incorporates management qualifications. Internal management development training is available and whenever possible Inventures recruit internally. Succession planning is supported through mentoring and coaching to develop management. This approach enables knowledge and skill transfer. The appraisal process is 360. Internal coaching/mentoring is facilitated for all new starters and where there are specific requirements for knowledge transfer. Where there are opportunities or specific requirements for knowledge transfer external coaching/mentoring is arranged. In addition, external experts are regularly invited to attend internal meetings to share their knowledge and experience. Inventures also provides mentoring to external organisations. Board meetings are held on a quarterly basis. Other managers forums and seminars are held when there is a business need.

Benefits

Holidays

Companies offering a minimum of 26 days annual leave to all employees.

Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.

Private Healthcare

Companies offering private health insurance to all employees.

List Positions

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