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What are companies doing with regards to 'My Company'

Learn about the Factors Effect Model

What effect 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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Law

Rix and Kay Solicitors LLP

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With the introduction of "easy coffees", managing partner briefings and monthly "lunch and chats", there has been increased and improved communication between senior management and staff, who are continually encouraged to discuss concerns and suggest improvements. Quarterly check-ins with line managers and staff allow for less formal communication.
The firm supports individuals to develop their skills and experience through a variety of activities, including professional qualification sponsorships, technical-skills training and leadership development. An apprenticeship scheme is sponsoring three staff.
Rix & Kay is supporting Conservation Without Borders' next climate change expedition, Flight of the Osprey. It aims to address the effects of climate change by following the migration route of osprey from Scotland to West Africa. This year the firm won the LawNet sustainability excellence award for its commitment to sustainability.
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Food & Drink

RH Amar

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This year, £5,600 was donated to the Chilterns MS Centre, which supports those living with multiple sclerosis or who care for someone who is. National Account Manager, Andy Rudol, chose the charity after spending a company volunteering day there helping to run the oxygen therapy tanks.
Management development is supported by an external consultant, The Management Academy, which trains in essential management skills. Development areas are identified during RH Amar's appraisal process and managed at one-to-one meetings using a development plan that is reviewed regularly.
The company's management team leads by example. RH Amar's values of integrity, passion, accountability, creativity and teamwork are referred to regularly at meetings, and staff who demonstrate that they are living them are recognised. The values are discussed in performance reviews and objectives linked to them are set.
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Property

Redbrik

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Employees have the opportunity to talk to a trained mental health first aider and access helpful articles, quotes and tips on their intranet’s wellbeing channel. Staff are encouraged to take time away from screens for lunch and walking meetings. And social events such as the sports day and movie night help staff let off steam.
A new contact centre fields all incoming calls to the business, taking pressure off individual offices. It helps staff work smarter and keep focused on their priorities. It also offers a way into the company for people with no industry experience.
Apprenticeships and student placements help nurture new talent. Referrals from employees are also welcome. The company encourages applications even when there are no current vacancies, keeping in touch with candidates in its talent pool every month. There are also plans for quarterly recruitment evenings.
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Consultancy

QMS International

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Staff are recognised for a job well done, whether that’s a simple ‘thank you’ on internal social platforms or a prize for completing a project or reaching a key milestone. A formal reward system now lets employees give tax-free money or gifts to their colleagues for demonstrating the company’s values.
Recruits are welcomed to the company as part of a small group. Knowing somebody from day one can help them settle in, and they can support each other through the initial compulsory training courses. New employees also get to meet colleagues in each department so they understand how work flows from start to end.
Apprenticeships have been introduced to upskill existing staff and attract new ones. Managers are encouraged to take one in team leadership and are offered one-to-one coaching with an external consultant. They have the chance to share challenges and successes with other managers in special meetings every couple of months.
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Marketing & Media Agencies

Organic

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Organic believes that individuals should not be limited to their roles and are encouraged and supported to explore other areas of the business. Each employee is given the opportunity to work with their manager to create a unique and tailored career plan, including professional training funded by the business in excess of £1,000 per person.
This year the organisation partnered with Cybersmile – a digital charity protecting vulnerable people online – to build and maintain its website on a pro bono basis, worth over £750,000. A proportion of working hours is devoted to the project every month and some staff give more of their own time.
The Organic Agency's ethos – Digital for Good – guides its operations and the company is proud to have signed up to B Corps, joining a growing global network pledging to build a more sustainable and inclusive economy, and making the world a better place with a healthier environment and stronger communities.
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Financial Services

Nedbank Private Wealth

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Diamond Awards reward staff for their admirable personal qualities, rather than their work successes. They are nominated by their peers for a variety of categories, including 'Advocate for Change' and 'People Champion'. The awards ceremony, which has taken place for the past five years, is popular with staff and wraps up the year.
A new learning management system has been implemented to give access to a wide variety of courses, encouraging staff to explore the learning options open to them. The company also uses cross-training to build confidence among employees about how their role fits into the business and expose them to other departments.
Cake sales are always popular events, but most of the company's fund-raising efforts involve physical activities, including a 24-hour cycle, sponsored walks and active travel weeks. Staff also take part in beach cleans and projects to improve nature reserves. The company is an active corporate member of the Manx Wildlife Trust.
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Law

Morton Fraser LLP

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Learning Lounge, the firm's e-learning platform, is available to staff. It also runs an extensive programme of in-person training, covering topics such as business development, intergenerational working, time management and personal effectiveness, client services and presentation skills. Staff are also encouraged to undertake secondments to broaden their outlook.
Action for Children is this year's chosen charity and staff raised more than £2,000 by taking part in the Glasgow Kiltwalk, just one of the charity events planned during the year. The firm also runs volunteering days, which include gardening and beach cleans. Some staff volunteer with MCR Pathways, mentoring young people.
The firm has conducted several listening exercises over the past 18 months. In response to feedback it has reviewed its pay structure and benefits package. It increased its investment in salaries, improved maternity pay and introduced paid paternity leave and private medical cover for the whole workforce. It also raised pension contributions.
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Recruitment

MCG Group

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The MCG Group introduced 2 new monthly newsletters. The first from the CEO "A note from Colm", sharing people highlights, updates and sector performance plus initiatives it is driving that link to its overall vision, purpose, mission and strategy. The second from the COO Grant named "The Central Scoop", updating employees on core Central Services.
All team members have been given reusable face coverings made from upcycled marine litter, as part of the MCG Group's commitment to National Geographic's Planet or Plastic pledge to prevent a billion plastic items from reaching the ocean. Even the logos on the masks use ink from recycled cartridges.
Every employee receives an annual appraisal during which they are asked to give feedback on their manager’s performance. In addition, sales staff have quarterly review meetings focused on financials which feed into a defined reporting process which flows directly into sector review meetings and subsequently group board meetings.
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Insurance

Lockton Companies

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The impact of menopause is well recognised, with people able to record sickness as menopause-related. Employees are encouraged to talk about how it affects them, with menopause cafes and toolkits. And an event for World Menopause Day aimed to highlight risks and debunk myths. Other events have tackled issues like mental health and domestic abuse.
Collaboration is encouraged through 'Coffee Connect', where associates are randomly paired with a colleague to network over a hot drink. Employees could even end up sitting down with the CEO! Meanwhile, the internal social media platform 'Workplace' connects associates through posts and interest-specific groups such as 'Parents and Lockton' and 'Lockton Pets'.
The company's high-potential women are invited to the six-month Women's Breakthrough Programme. It includes workshops, peer-to-peer coaching, and a Senior Leader Sponsor to act as their career progression advocate. In addition, a new graduate programme is set to launch in October 2023, with around half of the intake from the company's summer intern scheme.
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Not For Profit Body's

Loch Lomond and The Trossachs National Park

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Senior leaders are passionate about what they do and inspire and support staff to improve continually. They demonstrate that wellbeing matters and show that they care about staff and not just about getting the job done. They are always available to chat.
All staff have been involved in designing a hybrid model by completing a survey, having team discussions and giving feedback. The first trial has been completed and sessions have been set up to discover how it is working and what suggestions staff have to make changes to it.
The authority ensures employees have monthly one-to-one sessions with their managers. This time is used as a chance for staff to talk to their manager and make sure their workloads are manageable.
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