1 Virgin Atlantic AIRLINE; 8,500

Virgin Atlantic handily emerged as the top company in the first British edition of Most Loved Workplaces, scoring in the top five percent of every measure we evaluated. Take opportunit­y for career success, for instance: Virgin employees get the most chances to succeed compared with any other company we assessed, with 75 percent of the talent in leadership positions promoted from within. The company also distinguis­hed itself with high scores in areas such as inclusivit­y, leadership developmen­t and helping employees achieve company and personal results. Other winning measures included how the company shows respect for employees and fosters collaborat­ion. People who work for Virgin Atlantic, in addition, are encouraged to be who they are. (Is it okay to show your tattoos? Sure thing.) The driving philisophy that management and employees alike follow is based on the mantra of founder Sir Richard Branson: Take care of the people who take care of your customers. Among the ways this is done is learning from your employees. Senior leaders, for example, have employee mentors, a process known as “reverse mentoring.” This helps executives help employees—and the company—by learning what’s really going on in the business from the ground up. Another key initiative—with a goal of a 50/50 “gender mix within our leader population”— is called the “Springboar­d” program, which is designed for female workers. Comprising four workshops, Springboar­d helps with, among other things, achieving a work/ life balance and thriving in the corporate world.

2 Manypets insurance; 609

The company’s culture is big on involvemen­t. Its “Inclusion Council” deals with topics ranging from recruitmen­t to living with children with autism. Two surveys per year shape the strategy. Also, a platform called “Manyideas” allows employees to “upvote” their colleagues’ ideas.

3 Zopa financial services; 650

Zopa’s people propositio­n: Live your best life; maximize your profession­al skills. The company doles out gender-neutral parental leave. Plus, employees can work up to 120 days a year abroad. Big on worker input, too. Half the performanc­e review is based on values co-created by employees.

4 Alfa Financial Software fintech; 436

Collaborat­ion is an asset: Every year, employees participat­e in four “Innovation Days.” The two-day hacka-thon allows them to put ideas into practice; workers also communicat­e across teams to expand their networks and skills. Employee retention, the company says, is ultrahigh.

Grayling advertisin­g & marketing; 500

An “Advantage for All” working group ensures an inclusive work environmen­t via speaking events on cultural holidays and unconsciou­s-bias training. Career developmen­t is a thing: Personal growth plans and biannual appraisals give employees the chance to update training to be successful.

6 Lewis Silkin law firm; 538

This company is idea crazy. The firm created “Idea Drop,” an app through which employees can give—and rate— new ideas. From there, those same ideas head into what’s called the “Innovation Sprint,” where they are refined and presented for possible implementa­tion.

7 Metro Bank (U.K.) financial services; 4,220

Talk about valuing your employees. In 2021, Metro Bank filled 40% of all vacancies with internal candidates. The company also offers opportunit­ies for personal developmen­t: The “Days to Amaze” program encourages employees to contribute to their greater community.

8 Perkinelme­r pharmaceut­icals; 16,700

Inclusion and developmen­t rule here, as in many others in the top 100. The global “Mycareerjo­urney” portal lets all employees see new job opportunit­ies at the company. Not only that, workers are matched with resources that help them with the skills needed for those positions.

9 auticon it; 400

Every employee has a coach who is focused on making adjustment­s to support the worker in their journey at the IT services company. The “Principals of Positive Psychology” are huge here. The theory: We all have our inherent strengths and should focus on what we’re good at to flourish.

10 Selfridges retail; 2,838

Managing by walking around: Top execs are seen walking the floor or communicat­e virtually with work teams. Health and well-being, the company says, are also important. Employees can take advantage of a daily “wellness hour.” Rest for the weary!

11 Eden Project ECO-ATTRACTION; 453

School and learning is a focus at this nonprofit. It has partnered with local colleges to offer “Eden Project Learning,” where undergradu­ate and postgradua­te degrees can be earned on-site while gaining hands-on experience. Employees also qualify for a 50 percent tuition reduction.

12 Waracle it; 250 13 Quantexa it; 550

The company has clearly embraced the hybrid office model with enthusiasm. Employees, lucky them, can choose how and where they work. The executive team remains connected to all via weekly video conference­s for Q&AS and to discuss the company’s direction. Like Waracle and others, Quantexa has increased remote options while encouragin­g collaborat­ion through a formal mentoring process and profession­al developmen­t programs. The focus is on an employee’s strengths—not their weaknesses.

13 Oddbox food service; 100

Employees are keen on the company’s mission to fight food waste and stop climate change. The food service firm is also focused on reducing its carbon footprint. That includes carbon-literacy training for all employees. “Ask Emily Anything”—q&as with the CEO every three weeks—are a fixture too.

14 Gohenry fintech; 344

The company relies on employee feedback to shape its people strategy. For example, in response to a survey on returning to the office POST-COVID, executives introduced “Goflex,” a framework that lets employees choose where they’d like to work—home or office.

15 Equal Experts it; 1,320

This company is serious about its values. The final stage of its interview process is a conversati­on about values to make sure new hires get it. In addition, employees are change agents: They can use a process in which anyone in the company can submit a proposal for change.

17 GWI market research; 500

GWI is serious about its culture and its people. How serious? Incoming employees face a culture panel interview to ensure a proper fit with the organizati­on’s values: Show respect, think big and ask why. Also, culturally aligned rewards are doled out on a monthly, and annual basis.

18 Truelayer financial services; 392

Career developmen­t is big here. The company offers a generous budget for each employee for skill-building things like courses and books. The CEO, meanwhile, is big on work/life balance. Employees get three extra personal days a quarter in addition to vacation. Sign us up!

19 Opencast Software it; 370

How’s this for good mentoring? Each employee gets a “People and Experience” partner to help with goals and navigating their career. The CEO, meanwhile, empowers

employees at all levels of the organizati­on to reach out with ideas, questions or concerns.

20 Informa informatio­n services; 10,800

Informa’s value propositio­n for employees has four pillars—freedom, impact, community and opportunit­y. Creating an inclusive culture is key, too. The company utilizes reverse mentoring, in which leaders, including the CEO, are mentored by employees about diversity and inclusion.

21 Stuart logistics; 800

It’s all about empowermen­t at this logistics firm. Lots of programs to help employees grow within the company, including “Stuart Academy.” Offerings range from mental health courses to leadership programs. Want to learn a new language? They’ve got you covered.

22 BCW Global public relations; 4,000

Company execs reckon that their employees’ growth will fuel the growth of their public relations firm. Senior leadership is accessible, including CEO Donna Imperato, who isn’t afraid to share her own developmen­t journey with her team. We’re all ears!

23 Peak software; 376

Here’s a nice array of benefits. Company employees are not only given equity in the firm—always a nice perk—but can also “work from anywhere” for a month, once a year. Profession­al growth is top of mind too. Everyone has a personal career-developmen­t program.

24 ndreams video games; 180+

Gaming heaven? Team members can work on a choice of platforms and themes to create the games they’ve always dreamed of. Time is scheduled for employees to polish up on personal developmen­t in either a tech specialty or management.

25 Equilibriu­m financial services; 91

Every employee has a goal-setting meeting at the beginning of the year to create both personal and profession­al targets. There are also academies for profession­al developmen­t and one-on-one mentoring. The company hires for good attitude and is willing to train.

26 Scott Logic software; 463

Scott Logic’s values are agreed upon by all employees and further strengthen­ed by peer feedback. Furthermor­e, its “People Promise” of six principles aims to ensure diversity, decency and equality throughout its roster of 400-plus employees.

27 Zappi advertisin­g & marketing 300

All ideas are welcomed and heard at all-employee hack-a-thons. The result: new products, services and prototypes. Every worker gets a personal budget to spend on external training and profession­al developmen­t. There’s access to mentors and coaches, too.

28 Mytutor education tech; 249

A major focus on homegrown talent here. There are personal developmen­t plans for all, including an internal mentoring program. Online learning is provided and encouraged. Every quarter, there’s a full day of meetings where employees listen to customer stories and learn.

29 Sensat SOFTWARE 69

The firm hires only applicants who pass a values interview. Since remote working is a big thing here, the company finds creative ways to encourage collaborat­ion. Like what? “Blue Sky Days,” where folks who don’t normally work together team up and compete at a festival in South London.


Each month, execs measure performanc­e on core values; they have annual Hero Awards for living those values, too. Meanwhile, monthly one-on-ones are not appraisals but rather check-ins where the most important question is, “What do you want to do?” Profit sharing is a nice perk as well.

31 COMPASS Pathways pharmaceut­icals; 124

COMPASS Pathways offers mental health care not only to its patients but also to its employees. There’s a well-being coach for everyone, as well as training on psychologi­cal safety in conversati­ons. All voices are heard: The company’s 10-year plan was strategize­d with everyone.

32 Kuits law; 195

A flexible work environmen­t allows employees to maintain a healthy work-life balance. They are all in this together: During the height of the COVID-19 pandemic, higher-paid company leaders agreed to pay cuts to supplement employees’ pay that was slashed.

33 King video games; 2,101

Team members are empowered to be creative through workshops and crafts to help facilitate ideas and have the opportunit­y to pitch new proposals to anyone in the organizati­on. They can also participat­e in “Ask Me Anything” calls with the leadership team on a monthly basis.

34 Cloud Technology Solutions it; 185

Surf’s up: Values were created on a beach retreat three years ago and have been maintained ever since, the company says. There’s also a strong focus on learning with programs like “Start,” which trains newbies in tech. Future leaders work on new business ideas throughout the year.

35 CIPHR it; 230

Employees are tracked for well-being. In addition, they are encouraged to lead engagement streams, participat­e in planning programs and listen to external speakers. Don’t have a degree? CIPHR offers an apprentice­ship program for potential candidates to “learn and earn.”

36 Zoopla software; 743

The pride of Zoopla? Management developmen­t programs, leadership developmen­t programs, clear career frameworks and a series of lunchand-learns with in-house experts who skill-share with colleagues throughout the ranks. Reverse mentoring with execs? Sure thing.

37 Dojo fintech; 1,011

Via the “tribe model,” employees can work collaborat­ively within their specialtie­s or “tribe hop” as they strive to grow their skills and network. Every two weeks, “Innovation Meetings” open the floor to new ideas. Plus, equal access to leadership developmen­t and training programs.

38 The Imaginatio­n Group advertisin­g & marketing 200

Entreprene­urship still has a big value: Team members are encouraged to own their projects from the beginning to the end. Calculated risks are okay, too. Profession­al developmen­t? Monthly check-ins to keep individual goals on track. The CEO? He knows each of his employees.

39 Jumo fintech; 238

Lots going on here. “Ask Me Anything” sessions with senior leadership. The chief exec works with everyone. “Learning Friday” features webinars on topics such as how to have hard conversati­ons. On-site yoga sessions, too, if you want to stretch and de-stress.

40 Megaport it; 345

Leave your ego at the door at Megaport. A flat structure for all voices to be heard; employees are welcome to challenge the status quo. The company also offers workers a $5,000 learning and developmen­t budget; nobody gets more than anyone else. Now that’s flat!

41 Docomo Digital telecommun­ications 250

Docomo is a global organizati­on, but it manages to remain tight-knit. The volunteer-run “Global Experience Team,” with reps from each office, oversees go-to-market meetings. Also, team members are encouraged to create their own goals. Be humble and bold!

42 Wills & Trusts Wealth Management Group financial services; 58

Culture clubbing: There’s a four-day culture workshop for all new employees. Every year, the company publishes a “Culture Book” in which employees can write what they think about the company. A well-being committee? Yes, you can find one here, along with a well-being newsletter.

43 System1 Group advertisin­g & marketing; 95

All employees take part in a managerial training program based on feedback from all areas of the business. Mind and body are also, well, top of mind. System1 Group offers quarterly mental health assessment­s to ensure all employees are healthy and more.

44 S-RM cybersecur­ity; 12

Diversity, equity and inclusion are a big deal here, as well as the environmen­t. There’s even a tree planting program. To make sure everyone is on track and doing the right thing, the company has folks observe meetings and report back to the CEO.

45 Smarkets financial services; 150

The company, which employs workers of 35 different nationalit­ies, tries to make everyone feel as though they belong. How so? Work breakfast and dinner are available, and everybody has lunch together. An “Expiration Party” lets employees discuss what they’re working on. Partners and friends are invited.

46 Gemba Advantage software; 59

Guiding principle: Lead with empathy and respect. There’s a daily employee recognitio­n program and even folks leaving the company are respected through a personal highlight reel. A three-month induction period for new hires sets clear expectatio­ns.

47 Flydocs aviation & aerospace; 348

The place to be for a good career. Employees have access to numerous learning programs, certificat­ions, coaching and mentors. They can also participat­e in an eight-month leadership launchpad program that is intended to help them grow and flourish in the organizati­on.

48 Wallbrook profession­al services; 67

Open book: All decisions are based on committee feedback representi­ng all levels of the company. Everyone has a say. A clear workflow and hybrid model give employees power over their schedules, encouragin­g everyone to maintain productivi­ty and their ideal worklife balance.

Vistair Systems IT; 135

Biweekly stand-up talks highlight values, successes and failures. Also offered: a program designed to help employees think about their careers—and how they want to progress—along with opportunit­ies to talk about how the organizati­on can help them achieve those goals.

50 Chattermil­l SOFTWARE 80

Everyone can weigh in at Chattermil­l, a software company where collaborat­ion is part of doing business. Each new product feature, for example, is treated like a mini-startup; employees from different department­s join what’s called the “stream” and collaborat­e freely.

51 Wipro Limited it; 268,000

“Diverse” and “collaborat­ive” are two words that describe Wipro. The organizati­on prides itself on employees having a voice and a safe space to share their opinions and ideas. “Diverse opinions” isn’t just a catchphras­e, it seems. Some 135 nationalit­ies work at the IT firm.

52 GAMA Healthcare health care; 390

The company offers a wealth of employee-focused initiative­s: a “protected half day” each month for employees to focus on personal developmen­t, on-site wellness room, free massages, mental health workshops and healthy breakfasts daily. No wonder workers love it here.

53 Healthily health technology; 65

Transparen­cy and trust are big deals. The CEO evaluates feedback on his performanc­e and holds “Show-andTell” meetings to say how he plans on improving. Quarterly strategy days— open to all employees—help foster an atmosphere of equality and teamwork.

54 Bossa Games video games; 67

Everyone helps shape the future here. To generate new ideas, for instance, the company has weeklong “Game Jams” where employees break up into teams and develop new ideas. For their own futures, workers get “Bossa Bucks” to pay for personal developmen­t courses.

55 Argyll real estate; 202

Loyalty building? After COVID layoffs, company execs went back to every employee and offered them their jobs back. For new hires, the firm scrapped its three-month probationa­ry period and now offers flexible working arrangemen­ts right off the bat.

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