What are companies doing with regards to 'My Company'

What affect will focus on the 'My Company' factor have?

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.

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Recently AAT delivered resilience coaching sessions to its staff and held a ‘wellbeing month’ with different sessions each day. The association has also introduced Wellbeing Champions throughout the business, provided access to wellbeing apps, and established an Employee Assistance Programme (EAP).
As a registered charity, AAT is committed to improving social mobility within accountancy – ensuring dedicated individuals can succeed in the sector regardless of personal circumstances. To celebrate its 40th birthday, the association launched an annual scheme offering bursaries of up to £5,000 to 10 financially disadvantaged students keen to study towards an AAT qualification.
Following on from successfully publishing its gender pay data, AAT is now publishing its ethnicity pay data. This will give the organisation a benchmark and a goal to work towards in future years to address its ethnicity pay gap. It has also signed up to the Race at Work Charter.
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Accent Housing

Two-thirds of staff are women, but the association recognises the need for greater female representation in senior leadership roles to reflect the make-up of staff. At manager level, 59% of roles are held by women, but Accent Group is committed to ensuring there are progression pathways to make more senior leadership roles available to women.
The association has recently launched a new performance framework and provided training for all managers. Its people business partners have a specific customer base, which enables them to act as supportive critical friends with each manager within that. Part of this includes providing bespoke training for people-related processes.
In response to the financial burden the pandemic was placing on people across the country, Accent was instrumental in setting up the More Than Homes campaign. It seeks to raise £1m for the Trussell Trust, an organisation that supports the UK’s largest network of food banks. The campaign has become a sector-wide initiative.
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ACT Training

Leaders at ACT have been proactive in communicating and engaging with staff over the past 18 months. Weekly communications range from company updates, news, charity reports and feel-good stories, celebrating what staff have been up to at work and within their communities. Leaders also consult staff on big developments and plans for delivering new programmes.
The company aims to gain an Investors in Diversity accreditation with the National Centre for Diversity. It has formed an advisory group to ensure that the voices of staff among the business's diverse community are heard. An action plan has been developed to make sure the organisation meets the criteria for the award.
In response to staff survey data, ACT has continued its mission to become a more environmentally responsible business. It has installed two more electric vehicle charge points at its head office, taking the number on site to four. They are well used and are free, to encourage staff to change to greener transport.
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Anderson Anderson & Brown

The AAB CommonHealth Games gives staff the chance to connect with team mates, while competing against other teams for prizes. From walking, cycling, gardening, meditating and baking, to arts and crafts, there is something for everyone. The event encourages staff to become involved in activities that boost their wellbeing.
AAB believes in celebrating success and a special breakfast is laid on for those who have gained qualifications. Staff are also given a shopping voucher on their birthday. When Covid meant the cancellation of the annual Christmas party in 2020, the leadership team delivered gifts to every team member's home.
A two-day training programme is available for those looking to develop their role and their management skills. This year more than 50 staff have signed up to attend. The courses cover a range of skills, including building effective relationships, delegation and managing in the changing environment of remote working.
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BDB Pitmans

A health and wellbeing fortnight each January aims to increase staff understanding of aspects of health and wellbeing, as well as identify what they can do to boost their own health. Events over the two weeks include training on mindfulness, exercise, sleep and nutrition. A Mental Health Awareness week also takes place in May.
Five business impact groups operate within the firm. Their mission is to raise awareness of particular issues. They are Shine, the firm's multicultural network, Best Self, its LGBTQ+ group, Breaking Even, which focuses on gender equity, Mind and Body, centred on mental health and disability and Balance, for working parents and carers.
Two new programmes are being launched this year: Building Better Managers and Building Better Leaders. The management training will provide participants with the skills to motivate and energise their teams. The leadership scheme is open to those who already have experience and will develop their abilities to inspire people to perform better.
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big group

To support a colleague who had been diagnosed with breast cancer, the company celebrated Wear it Pink day in October to raise awareness of the disease. She took on the role of patron for the day and £1,500 was raised. The company also supported the mental health charity Mind with a variety of events.
Managers were given mental health training last year, which has made them more aware of different illnesses and how to approach people who are struggling and need support. The aim was to make managers feel more confident and knowledgable on the topic and encourage open conversations throughout the business.
Apart from ensuring its new London office is sustainable, Big Group's other green initiatives include having staff who are taking the Chartered Institute of Marketing's course in sustainable marketing to develop their knowledge in the field.
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Creating a team of business development stars helped to champion the cause and embed a business development culture, sharing expertise and knowledge, and building skills for the future. Quarterly staff briefings provide regular updates on business strategy and financial performance, linking them to vision and purpose.
CFG has created a learning and development culture, with a strong focus on career progression for everyone. Monthly legal lunch clubs are aimed at developing the skills of junior fee earners, who are given the opportunity to present a chosen research topic to their peers.
CFG partnered with RoadPeace West Midlands to produce an anthology of stories, poems and drawings from people affected by road crashes. Heartbreak, Hope and a Call for Change includes contributions from bereaved families, emergency services, MPs and others who work to support families. Its aim is to support the bereaved and call for change.
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Cheltenham Borough Homes

The company is ‘Championing the Menopause’ through the implementation of new initiatives to increase both awareness and support for all CBH colleagues. These include a ’Menopause Café', awareness sessions for both male and female colleagues, and articles such as a personal vlog on the matter from CBH's Executive Director.
As an Apprentice Levy Employer, CBH has an ambitious target of taking on 12 apprentices over a three-year-period in areas where there are skills shortages and recruitment is challenging. One is a trainee surveyor studying for a building surveying degree and another a property maintenance apprentice with a partner organisation.
CBH was part of a town wide #summerofplay initiative to encourage children back out to play and have fun in their communities. Some 168 young people registered for its activities and it delivered between five and six sessions per week throughout August 2021, engaging with young people across the town.
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DCSL GuideSmiths

An anonymous suggestion box allows staff to voice their opinions freely, without having to talk to someone. The company receives feedback from it every two weeks. A survey on employee satisfaction revealed that staff were missing the social aspect of working in the office. The company responded by giving staff £30 to buy a webcam.
The company's Ella – 100 Days programme was developed for a customer, but DCSL liked it so much it decided to use it. It is a digital leadership development programme that provides the inspiration and practical tools needed to succeed in the first 100 days in a new management role.
DCSL's chosen charity is the Phyllis Tuckwell Hospice, in Farnham, Surrey, near the company's HQ. All of its charity events raise funds for the hospice, along with donations that are made for every Best Companies survey completed.
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Dougie Mac

The hospice has mental health first aiders and domestic abuse champions. Regular stress-awareness workshops take place, along with short sessions on calming the chattering mind. A health cash plan which provides counselling support, along with Indian head massages, acupuncture and other therapies, is available.
To ensure the organisation's values were understood during the merger, induction sessions took place and two of the senior leadership group and their teams moved to the children's hospice site to support the integration of the values. The values have been made more visual in coloured symbols on the walls at both sites.
Senior leaders promote staff development. Leaders were asked to leave a message on the organisation's virtual hall of fame to publicise learning initiatives and encourage others to take part. All of the senior team completed a collaborative working management programme with Staffordshire University. Further learning and development is agreed during their annual assessments.
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