My Company - The level of engagement employees feel with their job and organisation
My Company is what we call an ‘output’ factor, it focuses on people’s ‘love’ and ‘pride’ in working for your organisation.
Now unfortunately you can’t directly make people feel these emotions, but when all of the other seven factors are doing well, people will be far more likely to experience that love and pride ultimately improving the My Company factor as a result.
London and Partners holds quarterly Senior Leadership away days in order to review, evaluate, and map organisational priorities through the year. The individual SLT members are then equipped to communicate key messages to their teams. The organisation also holds monthly All Staff meetings as another channel to communicate with employees directly.
The organisations Living Well, Working Well ethos actively promotes home and remote working. Communicating well with colleagues is key to its success. There are 13 different channels of communication, from face to face through Yammer as well as traditional phone/e-mail channels.
London & Partners state their vision, mission and strategy in all of their core documents and reinforce them regularly.
Ongo have environmental practices in place such as a cycle to work scheme, encouraging the use of public transport, encouraging working from home, energy efficient IT and also making employees aware of the organisations energy consumption.
There's a growing group of Wellbeing and Environment Champions with reps from each team. They write and share content to support mental and physical wellness and to promote diversity and the environment. There're also regular events, seminars and programmes to promote wellness, including lunch and learns on topics like menopause, prostate cancer and autism.
Good communication and the opportunity to feedback are core to company culture. There are regular one-to-ones, and all teams get together in person at least once a week. 'Pulse Check' surveys occur throughout the year alongside staff surveys and exit interviews. Feedback has led to improvements in things like career planning and office space.
ramsac supports its local secondary school by giving careers advice and running a mock interview day for 150 students. And, using its team's volunteer days, it's renovated the library of a special needs school. It also has a corporate charity, Disability Challengers, which it supports through events, donations and running its business club.
Individual wellbeing is the first agenda item at every one-to-one meeting between manager and employee. The organisation subscribes to an external and confidential employee assistance programme for every colleague and member of their household, as a free benefit, to help deal with any issues that they have in their work and personal lives.
Autosmart International consider feedback to be a gift to drive improvement. The Senior Management Team always want to know, “What can I do even better?”, and they actively seek feedback from all employees. All staff also complete “The Deal Between Us” training based on the culture and values of the organisation.
The HR and Management Teams operate an open door policy, encouraging employees to feel comfortable speaking with them about any issues. The HR Manager also reports on ‘hot spots’ generated by company data, engaging with managers to ensure that all employees are provided with the opportunity to love working for, and grow within, the organisation.
The company has a social committee tasked with arranging all events, from summer and winter parties to dinners, bowling, competitions, karaoke and escape rooms. And staff don't need to worry about being out of pocket as there's a £250 social budget set aside for everyone.
New recruits are made to feel welcome before they start with a special pack and regular updates. On day one, they get all the equipment they need to hit the ground running and gifted merchandise. As an ice-breaker, a Q&A with them is shared on internal channels, and their manager treats them to lunch.
Employees get an annual Airtime Rewards-sponsored day to volunteer or fundraise for charity. The company donates a minimum of £500 when colleagues complete charity events. And when an employee's completed their probation, the company contributes to the charity they mentioned in their new starter Q&A.
Family and friends fun days bring everyone together to live one of the charity's values: "Challenge, have fun and smile." Regular newsletters, along with all-staff meetings and communications, keep the culture alive. News and staff feedback is shared through the HR department's People Hub.
Employees are encouraged to do apprenticeships. The charity has introduced a leadership academy that offers a blended learning programme and it has seen positive change, growth and development in those who have taken part. The HR department supports aspiring leaders to develop in their role.
The comprehensive rewards and recognition benefits package on offer includes giving out monthly golden tickets to those who have lived the charity's values or gone above and beyond. The golden ticket can be exchanged for a prize in the "goodie cupboard".
Four social committees have their own events fund to organise get-togethers in and around the Trust's offices in London, Belfast, Edinburgh and Cardiff, from festive and Halloween parties to bake sales and other fundraising activities. There are also virtual events, from wellbeing activities to one celebrating the Trust's 30th birthday.
'Getting to know our leaders' sessions have been introduced, with colleagues interviewing them about their career journey. The idea is to inspire those keen to progress at the Trust. The organisation has also invested in a new Learning and Development Manager to help staff map their career paths and identify training needs.
There are plans for listening groups across the Trust to dig deeper into engagement survey results. The leadership team wants to understand better why people feel the way they do, so they can address the issues and make plans to resolve them in a meaningful and impactful way.