About CBW (Carter Backer Winter LLP)

77% of staff agreed:

This job is good for my own personal growth

Working in a knowledge based industry CBW recognises that their greatest asset is their staff. Given this, it is of paramount importance that staff are trained and developed so they can realise their full potential and strengthen the CBW team. CBW has a Training and Development Policy and actively encourages staff to continually develop their skills. HR works closely with staff to devise individual training and development programmes so that the training of staff is aligned with the core business objectives. The senior management team work with development coaches on an individual basis so they can develop and improve upon the skills required to manage CBW and the staff in their teams.

83% of staff disagreed:

I have had stress related symptoms in the last 12 months because of my job

There are several initiatives implemented by CBW to enhance staff wellbeing. These include: Flu Jabs, Bike to Work vouchers, Private Medical Insurance. In addition to these, this year CBW introduced a BUPA cash plan benefit to all staff. The BUPA cash plan gives money back (up to a specified level) to staff for every day treatment that they require. These include: dentistry, opticians, prescriptions, physiotherapy to name but a few. This benefit has been well received and has encouraged staff to seek treatment where they might not necessarily have done previously due to cost involved.

66% of staff agreed:

I am happy with the pay and benefits I receive in this job

At CBW they recognise that their greatest asset is their staff. Their engagement with and participation in the wider CBW team is crucial to the successful move towards a High Performance Work Organisation. To encourage and reward staff for ideas/initiatives, CBW have introduced discretionary thank you awards. Recipients are publicly thanked and recognised amongst the wider CBW team using the medium of an all staff email. The underlying purpose of which is to highlight the good work achieved and illustrate to other staff what attributes they are looking for. In addition to public recognition staff are also awarded with a £100 bonus which is included in their month's salary. There is no limit on the amount of awards a member of staff can receive and nominations can be made by both Partners and Managers. Since the introduction of the discretionary thank yous, CBW have seen an increase in the engagement/empowerment of their staff.