Our People
Learning and development: how we grow capability and confidence across the business As we strengthen how we connect and collaborate, we also want to make it easier for people to grow in ways that feel relevant, accessible, and supported. In 2026, we’ll take a more practical approach to learning and development. We’ll introduce a self-serve learning platform and create more visibility around upskilling opportunities. These won’t be one-size-fits-all, they’ll be shaped by what people need and where they want to go. We’ll also improve the experience behind the scenes, with a more streamlined fit-for-purpose employee dashboard to help people track progress and access support more easily. Succession planning will continue to be a focus. Building on Future Leaders, we’re launching the CD Pathway - a clear route into the Sales Team for those ready to step into a commercial role. And if you’re looking to develop further, we’re always open to a conversation. Growth doesn’t need to be formal to be meaningful - and we’re here to help. Talent Acquisition: how we attract the right people In 2026, our recruitment strategy is directly aligned to our growth ambition, building the team we need to deliver our sales and revenue plan. Our focus will be on growing our permanent Consulting Team. We’ll stay true to our core proposition strengths in PPM, CM and PMO, while building capability in focus areas like ERP, Defence and Energy. Recruitment is about building a team that reflects who we are, where we’re going, and how we want to show up in the market. To unlock more of those opportunities, we’re also investing in our sales capability. We’ve engaged an external agency to help us find the right talent and plan to grow the Sales Team to 10, ensuring we have the coverage and focus needed to keep our delivery teams deployed and our pipeline strong. We’ve proudly held our Great Place to Work recognition for six years. The survey, conducted every three years, gives us valuable insight into how our people feel and where we can improve. The latest results, published in 2026, will help shape the next evolution of our values, refreshed in line with our USPs and informed by team feedback, customer testimonials and our purpose. Pay and Benefits: how we reward fairly and competitively In 2026, we’ll continue to evolve our pay and benefits to reflect what matters most to our people, supporting wellbeing, recognising contribution, and staying competitive in the market. Following the enhancements made in 2025, including improved maternity and paternity policies and the launch of our menopause policy and pledge, we’ll keep developing our people proposition to ensure it is inclusive, relevant, and supportive. We’ll also review the relevance of our wider benefits and partners to make sure they continue to meet the needs of our team.
Our people are at the heart of everything we do; you are the reason we win work, deliver brilliant outcomes, and build lasting relationships with our customers. In 2026, we’ll continue to invest in our team with purpose and care, creating an environment where people feel connected, supported, and inspired to grow. Each area outlined plays a vital role in helping us build a business that’s not just successful, but a great place to work.
Engagement and Collaboration: how we stay connected and work better together In 2026, we’ll continue to strengthen how we connect, collaborate, and share across Project One, making it easy for everyone to contribute and ensure a real sense of belonging. We’ll evolve our internal communications to be more open and interactive, creating space for regular feedback and two-way dialogue. Lunch and Learn sessions and virtual One Town Halls are important channels to help us build more engagement and will be shaped to capture the topics you want to hear more about, as well as remain an effective way to keep the whole team updated on important business news. We’ll continue to shine a spotlight on the expertise in our business, both professional and personal, to bring the whole person to life. This links directly with our external campaigns and reinforces our identity as a people-first business. Our service communities and committees will be purpose-led and volunteer-driven. The magic happens when people opt-in with energy and there’s a clear goal, enabling meaningful collaboration in a variety of ways. Ultimately, this is about making contribution feel valued, collaboration feel natural, and connection feel easy wherever and however we work.
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