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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.
Krispy Kreme likes to support all of their employees. They are currently creating a catalogue of development courses/opportunities that will be available for their store managers. They have started specific development with their senior managers
Krispy Kreme likes to support all of their employees. They are currently creating a catalogue of development courses/opportunities that will be available for their store managers. They have started specific development with their senior managers
Krispy Kreme likes to support all of their employees. They are currently creating a catalogue of development courses/opportunities that will be available for their store managers. They have started specific development with their senior managers
Love Baked In is how the company describe the values of their business. All of the senior leadership team attended workshops to help create and shape this value statement for the business and it is part of their JD. They are also assessed and evaluated by the CEO on the basis of this value of Love Baked In There are 5 key ingredients to Love Baked In The Taste of Devotion; This is going the extra mile. The senior managers do whatever it takes to fulfill the companies mission The Feeling Of Craft : This is about the attention to detail .An example would be that each manager creates a weekly trading report analysing key metrics around the performance of their area of the business. The Desire to Share The value here is generosity . So generous with their time ,managers hold weekly/monthly one to one's and build strong relationships with their team. The Telling Of Stories: Creativity and playfulness Senior management talk about the values at the start of their team meetings and get their team to focus on great examples. The Appetite to Return: The company want to create family members not just team members so senior managers care for their team as people not just workers !
At the beginning of all team meetings at every level, each attendee, shares what has brought them joy over the past week. Or they may choose to focus on a company value and people can share examples of where they have seen a good example of behaviour around this value . It often really transforms the atmosphere at the start of the meeting and creates a positive energy . The company have also created a monthly newsletter called The Cake that goes to all team members. This is backed up by a daily communication called The Slice which also goes out to all team members . It's printed out by managers and discussed in shop /production meetings every day . They also have a company team Facebook page for team members to communicate with each other.
The CEO is funded to be part of a CEO network called VISTAGE. Here he gets one to one coaching , he also is part of a group of CEO peers from whom he gets support and advice . This year a 6 part leadership training course was funded by Growth Accelerator which all managers in the business were able to attend . It was designed to suit K & C needs and included sessions on the knowing/doing/being of leadership, emotional Intelligence, influencing skills, situational leadership, managing performance - delegation skills, feedback skills, coaching skills, & appraisal skills. All K & C team members are eligible to attend for free our Cake School. Here they can learn more about how our cakes are made and are taught basic decorating and baking skills. It's a great team building and development resource that they have available in house.
When working with an individual to prevent them having to take sick leave or to help them get back to work quicker, they will look at all options. In the past this has included paying for a college course on mindfulness, gym membership, massage and acupuncture. They acknowledge that different things work for different people and so are open to suggestions from both the individual and from medical professionals.
Work closely with volunteers and community groups to develop solutions to local problems and projects that help meet community needs and aspirations. Support residents to develop the skills and confidence to organise their own community activities. Follow this link to you-tube to see how it is done https://www.youtube.com/watch?v=xPqKiYU4mnQ. Get online and get ahead in the digital inclusion project, they provide free wifi, access to computers and training, this is run with the support of community groups.
Work closely with volunteers and community groups to develop solutions to local problems and projects that help meet community needs and aspirations. Support residents to develop the skills and confidence to organise their own community activities. Follow this link to you-tube to see how it is done https://www.youtube.com/watch?v=xPqKiYU4mnQ. Get online and get ahead in the digital inclusion project, they provide free wifi, access to computers and training, this is run with the support of community groups.
The company have an Employee Forum who represent different areas of the company and who build bridges between teams. They meet bi-monthly.
The company offer Training programmes, mentoring, shadowing and workshops.
The company offer Training programmes, mentoring, shadowing and workshops.
A key area of focus for the business has been the ongoing delivery of the Leadership development programme delivered through: A series of internal workshops ,residential course supported by external Leadership coach promotion of one to one coaching and mentoring ,focus during Performance Review process to drive change, demonstrate return on investment as well as identify future development needs. Weekly 'Standing room Only' and monthly senior management team meetings provide a forum for managers to discuss and resolve issues within their departments. All managers have a fortnightly 121 session with the CEO which is a combination of discussing issues, problem solving and mentoring. Management bonus scheme rewards managers for achievement of objectives. Johnson Fleming run team building events periodically, typically annually. Their 2015 event consisted of 8 teams in the company competing against each other to raise as much money as possible for their charity of the year in one day, which resulted in over £4,000 being raised for CLIC Sargant. When planning team building events, the company identify individuals who are currently receiving management training or are identified as potential leaders, to be team leaders, to give them management experience, and allow them to show senior management how they perform in that situation.
In addition to EAP, and discounted gym membership available via the company's private medical insurance, they also offer membership to all employees of the Edenred voucher scheme. This allows employees to buy discounted vouchers for shopping and leisure activities including meals and entertainment, holidays and spa activities.
In addition to EAP, and discounted gym membership available via the company's private medical insurance, they also offer membership to all employees of the Edenred voucher scheme. This allows employees to buy discounted vouchers for shopping and leisure activities including meals and entertainment, holidays and spa activities.
Their “Club Excel” programme has been running for some years now. Club Excel is an all-expenses paid 5* holiday, for a period of 4 days and includes excursions, a gala dinner and other special events. The top 5% of employees (32 employees in 2014) are selected from all parts of the business including sales and head office functions to recognise unique and outstanding contributions. Winners are announced as part of a gala dinner at their annual company conference that all employees attend. Winners can take their partners if they wish. Previous destinations have included Monte Carlo, Lisbon, Cape Sounio and Montreaux
Their “Club Excel” programme has been running for some years now. Club Excel is an all-expenses paid 5* holiday, for a period of 4 days and includes excursions, a gala dinner and other special events. The top 5% of employees (32 employees in 2014) are selected from all parts of the business including sales and head office functions to recognise unique and outstanding contributions. Winners are announced as part of a gala dinner at their annual company conference that all employees attend. Winners can take their partners if they wish. Previous destinations have included Monte Carlo, Lisbon, Cape Sounio and Montreaux
Their “Club Excel” programme has been running for some years now. Club Excel is an all-expenses paid 5* holiday, for a period of 4 days and includes excursions, a gala dinner and other special events. The top 5% of employees (32 employees in 2014) are selected from all parts of the business including sales and head office functions to recognise unique and outstanding contributions. Winners are announced as part of a gala dinner at their annual company conference that all employees attend. Winners can take their partners if they wish. Previous destinations have included Monte Carlo, Lisbon, Cape Sounio and Montreaux
The company have a strong culture of learning within the organisation which is built into their cultural values. Their aim is to deliver unique and tailored learning and development opportunities to all levels of their teams. The have a structured training programmes for all levels joining their teams to the teach knowledge and skills required. The company regularly refresh the knowledge of their restaurants teams through their ‘passion sessions' which are designed to refresh existing team and inspire newer employees. These complement the daily ‘pre-shift meetings'. The aim of both is to keep restaurant team's level of knowledge to the required standard but also to keep maintain the passion and culture for excellence. Organised trips to suppliers eg farms, markets, butchers etc, helps develop knowledge, which can be passed onto the rest of the team. This year's focus has been growing their own chef talent. The company now offer apprenticeships to unskilled chef candidates which include an NVQ 2 qualification is professional cookery. NVQs are also offered to existing chefs who would like to further develop their skills. The company are launching a ‘chef olympics' to allow talented chefs to stretch their cooking and creative skills. Jamie's successfully delivering monthly ‘Foodspiration' sessions, run by their most senior chefs for the junior chefs. They are taught new skills and knowledge on subjects not related to our menu e.g. french sauces, butchery. To ensure chef development is continual we have a unique, practical appraisal system to appeal to chefs ways of learning.
The company have a strong culture of learning within the organisation which is built into their cultural values. Their aim is to deliver unique and tailored learning and development opportunities to all levels of their teams. The have a structured training programmes for all levels joining their teams to the teach knowledge and skills required. The company regularly refresh the knowledge of their restaurants teams through their ‘passion sessions' which are designed to refresh existing team and inspire newer employees. These complement the daily ‘pre-shift meetings'. The aim of both is to keep restaurant team's level of knowledge to the required standard but also to keep maintain the passion and culture for excellence. Organised trips to suppliers eg farms, markets, butchers etc, helps develop knowledge, which can be passed onto the rest of the team. This year's focus has been growing their own chef talent. The company now offer apprenticeships to unskilled chef candidates which include an NVQ 2 qualification is professional cookery. NVQs are also offered to existing chefs who would like to further develop their skills. The company are launching a ‘chef olympics' to allow talented chefs to stretch their cooking and creative skills. Jamie's successfully delivering monthly ‘Foodspiration' sessions, run by their most senior chefs for the junior chefs. They are taught new skills and knowledge on subjects not related to our menu e.g. french sauces, butchery. To ensure chef development is continual we have a unique, practical appraisal system to appeal to chefs ways of learning.
The company have a strong culture of learning within the organisation which is built into their cultural values. Their aim is to deliver unique and tailored learning and development opportunities to all levels of their teams. The have a structured training programmes for all levels joining their teams to the teach knowledge and skills required. The company regularly refresh the knowledge of their restaurants teams through their ‘passion sessions' which are designed to refresh existing team and inspire newer employees. These complement the daily ‘pre-shift meetings'. The aim of both is to keep restaurant team's level of knowledge to the required standard but also to keep maintain the passion and culture for excellence. Organised trips to suppliers eg farms, markets, butchers etc, helps develop knowledge, which can be passed onto the rest of the team. This year's focus has been growing their own chef talent. The company now offer apprenticeships to unskilled chef candidates which include an NVQ 2 qualification is professional cookery. NVQs are also offered to existing chefs who would like to further develop their skills. The company are launching a ‘chef olympics' to allow talented chefs to stretch their cooking and creative skills. Jamie's successfully delivering monthly ‘Foodspiration' sessions, run by their most senior chefs for the junior chefs. They are taught new skills and knowledge on subjects not related to our menu e.g. french sauces, butchery. To ensure chef development is continual we have a unique, practical appraisal system to appeal to chefs ways of learning.
The company have a 50 day per year charity bucket and they encourage staff to use these days for charity related events. Employees need to apply directly with the charity committee to use some of the 50 days from the pot. Some have used days to work with homeless charities, to do fundraising activities or to spend time in local schools listening to children read. This financial year, in the company's Manchester office, they are supporting Salford Foodbank with all funds raised going to this great cause. Currently there is people using their ‘Giving Something Back' time to undertake shopping collections and deliveries, as well as packing food parcels for Foodbank visitors. The company have a great apprenticeship programme working with a local training college. They currently have 7 apprentices who they have high hopes of keeping on when they qualify. The company very much enjoy taking raw talented young people and seeing qualified professional men and women develop over the year.
IT Lab has a strong culture of ensuring that staff look after their well-being. The company offer several well-being benefits; free fruit, drinks & breakfast, quit smoking programme, on-site gym, circuit training at lunch, table tennis tables, badminton course, mountain bikes, weekly yoga classes, weekly pilates classes, weekly five a side football, tag rugby, monthly massage days, subsidised gym membership, pool table, darts board, non-work related lifestyle course which include badminton, canoeing, gymnastics, swimming and ceramics and jewellery design.
The company are always looking to boost team interaction and have a dedicated social committee to help host a range of fun activities and team building events across each location. Alongside that, they hold company-wide quarterly meetings which give each department the opportunity to feedback their team's news for the quarter. At this meeting, the company present awards such as iPads, weekend trips for 2 and £50 vouchers to what they call their ‘heroes of the month'. The winners are decided by employees and nominations are collected via an internal survey. To ensure communication is flowing in-between our quarterly meetings, we also send out an IT Lab newsletter which each department contributes to.
The Isoscars are held annually to reward and recognise employees effort in bringing the values to life. Everyone has the opportunity to nominate a colleague in each category and also to nominate a ‘team of the year'. Once nominations close, a panel made up of the Chief Exec, Assistant Director (People), Chair of the Staff Forum, a manager and team leader, individually shortlist the nominations, they then meet as a group to agree the winners and runners up in each category. All of the individual winners in the values categories are then pooled together and an overall ‘employee of the year' is chosen. Everyone who receives a nomination is commended publically and receives a branded Isoscar card that is addressed personally to them. The awards were presented by the Executive Team and Assistant Directors. This year it took place at the Beacon Centre in Newcastle.
The Isoscars are held annually to reward and recognise employees effort in bringing the values to life. Everyone has the opportunity to nominate a colleague in each category and also to nominate a ‘team of the year'. Once nominations close, a panel made up of the Chief Exec, Assistant Director (People), Chair of the Staff Forum, a manager and team leader, individually shortlist the nominations, they then meet as a group to agree the winners and runners up in each category. All of the individual winners in the values categories are then pooled together and an overall ‘employee of the year' is chosen. Everyone who receives a nomination is commended publically and receives a branded Isoscar card that is addressed personally to them. The awards were presented by the Executive Team and Assistant Directors. This year it took place at the Beacon Centre in Newcastle.
As part of the Wellbeing initiative they have workplace Therapy Sessions whereby staff can have a head massage, back and shoulder massage or reflexology session during their working day at a reduced prices. The feedback received from staff has been very positive. They also participate in the Better Health at Work Award and through recent assessment were awarded Silver level. One of the campaigns that they ran was the Hydration Challenge whereby they purchased water bottles for all employees and encouraged them to increase their water intake during working hours.
The Teleworking Scheme has enhanced work life balance and welfare of staff, giving them greater flexibility in how they organise their working lives and balance the demands of their career with their domestic responsibilities and personal wellbeing. Staff take part in the annual 'Step Challenge' each year and have to achieve 10,000 steps a day. This is a lot of walking/running to do. If you don't achieve 10,000 steps each day you forfeit £1. Total forfeits are donated towards our charity.
The Teleworking Scheme has enhanced work life balance and welfare of staff, giving them greater flexibility in how they organise their working lives and balance the demands of their career with their domestic responsibilities and personal wellbeing. Staff take part in the annual 'Step Challenge' each year and have to achieve 10,000 steps a day. This is a lot of walking/running to do. If you don't achieve 10,000 steps each day you forfeit £1. Total forfeits are donated towards our charity.
The Teleworking Scheme has enhanced work life balance and welfare of staff, giving them greater flexibility in how they organise their working lives and balance the demands of their career with their domestic responsibilities and personal wellbeing. Staff take part in the annual 'Step Challenge' each year and have to achieve 10,000 steps a day. This is a lot of walking/running to do. If you don't achieve 10,000 steps each day you forfeit £1. Total forfeits are donated towards our charity.
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