McFarlane Telfer operates performance management reviews - job chats every six months which provides an opportunity to feedback on their role and involvement within the company as well as their own individual performance. This is also an opportunity to raise any feedback to their line manager. Less formally everyone has the opportunity to and is encouraged to feedback ideas, thoughts or ideas for improvement. These are acted on and investigated. Examples being reviews to the processes within the tablets the engineers use to a review of the HR database. Staff surveys are completed at least once during each year. A significant part of involving people in decisions is the Comms meetings which are monthly and involve all employees. Presentations are given by a range of people always welcomed by the MD. This is a genuine and established way they engage people and seek their feedback either during the meeting or during smaller workshops afterwards. They believe this is a truly innovative way to enable people to feedback ideas and suggestions in person. Feedback from new starters after their first Comms meeting is really positive, seeing the whole company together in one room. This does cost the business - engineers off the road for half a day a month, but this is viewed as an investment that works.

McFarlane Telfer have monthly recognition awards "Shout Outs" which are to recognise any person who has gone out of their way to demonstrate the values which has made a positive impact on either a colleague or a customer. These are publicly announced during their monthly communications meetings and each person is recognised with a monetary award. Engineers' pay usually follows a clear structure upon joining to outline pay increments following successful completion of core qualifications. This is an incentive to pursue own learning and development which helps to create the right behaviours for engineers to take ownership and seek the next level.

McFarlane Telfer operates performance management reviews - job chats every six months which provides an opportunity to feedback on their role and involvement within the company as well as their own individual performance. This is also an opportunity to raise any feedback to their line manager. Less formally everyone has the opportunity to and is encouraged to feedback ideas, thoughts or ideas for improvement. These are acted on and investigated. Examples being reviews to the processes within the tablets the engineers use to a review of the HR database. Staff surveys are completed at least once during each year. A significant part of involving people in decisions is the Comms meetings which are monthly and involve all employees. Presentations are given by a range of people always welcomed by the MD. This is a genuine and established way they engage people and seek their feedback either during the meeting or during smaller workshops afterwards. They believe this is a truly innovative way to enable people to feedback ideas and suggestions in person. Feedback from new starters after their first Comms meeting is really positive, seeing the whole company together in one room. This does cost the business - engineers off the road for half a day a month, but this is viewed as an investment that works.