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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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Housing Associations

CHP

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The wellbeing group selected the menopause as an important subject to tackle last year. Menopause-awareness workshops were run. Fifty women attended across a range of ages. Men were given a separate session and 12 turned up because they wanted to learn about managing female team members going through it or how to support partners.
As part of CHP's diversity and inclusion policies, a reverse-mentoring scheme, where employees mentor a senior manager to share experiences and knowledge and remove barriers, was introduced. Employees' personal stories of their perspective on diversity and inclusion are shared on video. These include reflections on antisemitism, anxiety, autism, LGBTQ+ experiences and racial discrimination.
At Christmas, the association collected cash for the Trussell Trust, which runs food banks, and donated more than £200 to Save the Children. It has also introduced volunteering days. This year staff have made 38 bikes for three charities and they are creating a communal garden at a sheltered housing scheme.
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Education & Training

Bridgend College

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Cross-college continuing professional development days bring staff together to take part in group workshops. Team away-days, bring-your-dog-to-work day, planting sessions and celebratory events on national days all help to encourage staff interaction.
Last year, an equality, diversity and inclusion adviser was appointed to help increase diversity and create conscious inclusion across the college in line with its "be all that you can be" mission and to foster an environment where students and staff feel as though they belong.
Performance and development reviews are an essential tool in helping managers understand what motivates their staff and support their wellbeing and personal development. An Ignite mentoring programme is being developed to help staff in lower bands acquire the abilities and confidence to compete for higher-level posts.
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Property

TopHat

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TopHat aims to offer equal opportunities and wants to encourage more women into the business. It has begun internal apprenticeship schemes in lean manufacturing and has employed young people through the government's Kickstart Scheme. It provides opportunities for people with disabilities and has, in the past, worked with ex-offenders.
The senior team has articulated a clear strategic plan that focuses on business growth. Key objectives are shared with all members of the organisation so that everyone understands how vital their roles are in delivering the organisational goals.
The company says it offers excellent training and development opportunities, career progression and the use of new robotics technology. Managers undertake first line manager training and there are executive development programmes for senior management and early talent.
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Business Services

Blackhawk Network

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Blackhawk offers an onsite gym and free fitness classes. Financial wellbeing talks are also available. The company's 'Green Hero' programme encourages staff to keep active, as well as help to save the planet, by rewarding those who travel to work via a green method, including walking, cycling and public transport.
Staff voted for the charities the company should support and Rape Crisis UK and Cancer Research UK won out. Blackhawk also offers customers the chance to help the Teenage Cancer Trust and Alzheimer's Society through making donations.
A "time for me" initiative allows people to take two hours a week to do whatever they want. The company has introduced an etiquette that governs meetings so that the number of non-effective ones has been cut. No Zoom Fridays have also reduced the amount of video calls, which were causing fatigue among staff.
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Technology

MyBuilder.com

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MyBuilder's cycle-to-work scheme includes showers, a bike maintenance station and ample space for cycles. Subsidised lunch is provided for those in the office. The kitchen features a well-stocked drinks fridge and a barista-grade coffee machine. The London office has a gym and there are ping-pong tables, plus foosball and dartboards for moments of downtime.
Through the company's training and development programme, staff benefit from a yearly allowance of up to £1,000 to boost their professional development. They are also given up to five days off to attend training, conferences and online courses.
MyBuilder became a hybrid workplace last year. Most staff chose to work remotely or spend two days in the office, with a smaller number working full time on site. One of the things that makes MyBuilder a great place to work is the relationships people have formed. To maintain that, monthly team gatherings are encouraged.
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Marketing & Media Agencies

Absolute Digital Media

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Absolute Digital Media is proud that 14% of its staff grew up outside the UK, 29% have a degree, 42% were hired before they turned 21, 55% of senior staff are women, 53% of staff are women and 30% of staff can speak a language other than English, including Russian, Urdu, Polish, Hindi and Greek.
Incentives to ensure staff want to stay with the company are regular team activities, online and in-person, the ability to work from Europe, private healthcare, discounted gym membership, three wellness days, team trips abroad, a free choice of books from Amazon to enhance development and wellbeing and gifts for birthdays and anniversaries.
Teams have detailed training plans, showing where each member is and how they can take their role up a notch. These are reviewed regularly by management, to make sure everyone is on track to achieve the next big goal. Individual interests are respected and staff are given the chance to try new roles.
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Technology

Stakester

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Stakester wants everyone to know that they are a part of the team from their first day. Whether they're working from home or in house, one-to-one calls with other team members are encouraged, so they can get to know each other.
Staff are allowed unlimited holidays, which can be taken when they like. The company makes an 8% pension contribution and everyone is given a smart watch to help keep them active. There is a budget for training and development of all staff.
In the past 12 months, the company has partnered with Treepoints, a social enterprise that helps businesses to offset their carbon footprint. So far, it has offset 405 tons of CO2, planted 10,530 trees and recycled the equivalent of 8,264 bottles.
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Retail

hampers.com

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As well as raising funds for Aspire Oxford, which supports people in Oxfordshire facing homelessness to find fulfilling employment and safe housing, Hampers.com will be partnering with the charity to help disadvantaged people into work.
Hampers.com ensures that staff have "living the values" as part of their personal objectives. It starts with the leadership team and applies to everyone. Decisions or changes always align with the company's values and are clearly communicated to staff. An "employee of the month" award is given to someone who demonstrates the values.
The benefits package includes top-class private health care, with no excess, so it is accessible to all all, high performance bonuses, awards and discounted gym membership. As the company becomes more profitable, it is looking to enhance the benefits.
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Not For Profit Body's

The Consumer Council

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Since the last survey, the council has sought to provide permanent jobs and rely less on temporary workers via agencies. This has increased the head count by almost 50% in the past 12 months. Staff away-days have also been introduced and the council is seeking to improve communication and engagement.
The Consumer Council invests heavily in learning and development for staff to promote personal and professional growth, as part of its retention strategy. It means an average of £1,500 is spent on each person, per year.
Newsletters covering topics such as health and wellbeing are sent to staff. Directorates and teams have WhatsApp groups to communicate with each other and the council also has all-staff and wider leadership team WhatsApp groups. At a monthly, remote, all-staff meeting, one of the teams gives a presentation on a project it is working on.
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Technology

Moonpig

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Staff have free access to 12 video therapy sessions per year, along with other mental health tools. Initiatives to support the health of employees include a £100 wellbeing allowance to spend on a subscription, such as gym membership — or even Netflix — along with virtual social events, financial wellbeing workshops and resilience training.
Various channels — digital as well as in-person — are used to ensure staff understand Moonpig's vision and strategy, and feel an integral part of what the company is trying to achieve. The annual Strategy Day brings the company's strategic vision to life with activities and keynote speakers from across the business.
Employee-led groups include the LGBTQ+ committee, gender balance committee and the 'Moonpig Against Racism' committee. Staff have also volunteered their skills to help the diversity-in-tech social enterprises, Stemettes and Cajigo, which support young women and non-binary people in tech careers.
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