What are companies doing with regards to 'My Company'

Each employee recieves support and coaching through two direct levels: Immediate Project Manager and Mentor. There are dedicated trainings focused on Project Management and Mentoring. The Project Manager focuses on supporting the employee on specific project needs and deliverables while the Mentor focuses on the employee's career aspirations and long-term goals.

The whole organisation comes together at the end of every month to celebrate the company's success and individual teams are given the opportunity to present to the whole organisation and are recognised for their success. Efficio has two annual review cycles to ensure that employees do not have to wait a full 12 months before getting feedback and acknowledgement for their hard work. Bonuses are paid bi-annually as an outcome of this review cycle which is also perceived very positively by the employees.

The rewards and recognition scheme provides a wide range of benefits ranging from financial bonuses, flexible time, caring for their health and well being by providing health insurance and gym membership as well as genuine help and support through any difficult personal times. Awards are presented at the annual awards ceremony. Similarly, the company also arranges team dinners for well performing teams and monthly social events for all members of staff to enable them to realise that the company value the contribution they are making towards the growth, development and expansion of the company. Financial assistance is provided for further education to different members of staff and time off for exams and study is also given. Staff are also invited to attend external functions throughout the year.

The rewards and recognition scheme provides a wide range of benefits ranging from financial bonuses, flexible time, caring for their health and well being by providing health insurance and gym membership as well as genuine help and support through any difficult personal times. Awards are presented at the annual awards ceremony. Similarly, the company also arranges team dinners for well performing teams and monthly social events for all members of staff to enable them to realise that the company value the contribution they are making towards the growth, development and expansion of the company. Financial assistance is provided for further education to different members of staff and time off for exams and study is also given. Staff are also invited to attend external functions throughout the year.

The company are really proud to be recognised as an industry leader in Attorney training. Not only are they told this by recruitment consultants, they are recognised by their competitors and experience no problems in recruiting highly talented trainee level Attorneys. The company also has excellent retention rates.

The introduction of the cash plan, alongside the firm's private health and dental plan which is all paid for by D Young & Co, has been really well received. They have found that individuals are opting for the cash plan more than the private health. The cash plan is a great way to promote other health aspects as it incorporates optical benefits, prescription benefits, as well as alternative medicines. The firm is particularly pleased as this has also generated savings for the business, which have been reinvested into other benefits. These other benefits have included a discounted shopping portal. Whilst not directly associated with well-being, there have been two key advantages. Firstly, it has given individuals the opportunity to maximise online shopping discounts in their comfort of their own home, but it also gives discount in health and well-being areas. For example, employees can get 8% off products at Boots, as well as saving money on gym membership and other fitness activities.

It is essential that Crown recognises outstanding efforts from employees and rewards them appropriately when the opportunity arises. Performance recognition is something Crown believes is one of the best ways to improve workplace effectiveness and so has a Performance Recognition initiative that is hugely popular among employees. Following a previous survey, Crown introduced a new Corporate Social Responsibility (CSR) award in 2011 which is presented to an individual or team who has demonstrated an outstanding commitment to CSR, customer service and the general helping of others. They appreciate employees who hold similar values to theirs, in and out of the workplace, so whether a member of staff has demonstrated their contribution within their job role or in their own time, they are rewarded. Nominations are put forward by colleagues, ensuring an inclusive initiative and these are then reviewed by a panel, which comprises members of the HR team and the Head of Environment. By encouraging all employees to aspire to this scheme and nominate each other, it helps staff to feel part of a team and provides them with the chance to work towards a group goal, separate to their own individual objectives.

Each year, staff from across the UK choose a Charity of the Year that they will fundraise for. Staff are particularly fond of this initiative as the company also gives them the opportunity to take time out of their roles each month to volunteer for them. There are also countless opportunities for staff to host or take part in events. This year, the Charity of the Year was DebRA and teams from across the country really got on board with the volunteering and fund raising opportunities available. Events and fund raising initiatives included a PC Health Clinic whereby IT staff provided a drop-in service for faulty IT equipment to be fixed, an ‘Adrenalin Rush' day where employees took part in thrill-seeking adventures for sponsorship, volunteering in DebRA shops, a London to Paris bike ride and sack collections to donate stock to the charity's shops. Staff collectively raised over £50,000 for the charity, with a contribution from Crown.

Being a fairly small and informal organisation, employees know that they can always be open, honest and candid with their feedback. The company actively seek to recruit people with opinions, who are willing to speak out and make a difference! That said that they also appreciate that sometimes people need a bit of help or support in saying what's on their mind. They therefore conduct an anonymous employee survey every year which covers everything from management style to reward and recognition. Alongside this they run employee participation and suggestion schemes, usually with a theme so they can really focus people's energy into helping solve key matters.

Last year the company organised for a nurse to come into the London office to administer flu vaccinations for any staff who wished to get it for free. They want people to know that they care about their well-being and think that initiatives like this really make that point clear. They also ensure that their staff are provided with fresh fruit which is delivered to the office every week.

The company listens to its employees in many different ways. They have been IIP registered since 1999 and information gained from IIP assessments helps them to understand what their staff feel and think. From this they have implemented their cultural and management competencies. Listening skills are one of the company's key management competencies. The IIP assessments ensure that their management strategies are working, and employees are happy and motivated within the culture and organisation. The company also use an appraisal system that focuses on honest, two-way communication. Their appraisals are not tick-box exercises; they are in-depth discussions with employees about their development needs and career goals. The Fun Committee is a group formed to help ensure that the company promotes social activities and to create a working environment that's fun, engaging and happy.

The company enhance employee well-being through a generous holiday allowance of 30 days plus bank holidays, together with flexible working patterns and a culture that discourages blame. Flexible working hours, home working, reduced hours and job sharing all contribute to a happy workforce. Health, fitness and stress management is encouraged through on-site yoga classes and a five-a-side team football. In addition, a contributory pension scheme and private health insurance help with financial planning and healthcare. The company paid cash plan allows all members a 24 hour free helpline for counselling, health, and well-being advice.

At Corven they offer a comprehensive bonus package to all of their employees across all career bands/grades. It consists of a number of different elements measured against individual and company performance. One of the elements of their bonus package that they believe is unique, compared to other similar sized organisations, is the eligibility of anyone within the organisation to receive a sales bonus for their contributions to gaining new business. Sales bonuses are not linked to status or career levels but based on individual contributions towards winning new business for Corven and can greatly enhance individual remuneration packages.

At Corven they offer a comprehensive bonus package to all of their employees across all career bands/grades. It consists of a number of different elements measured against individual and company performance. One of the elements of their bonus package that they believe is unique, compared to other similar sized organisations, is the eligibility of anyone within the organisation to receive a sales bonus for their contributions to gaining new business. Sales bonuses are not linked to status or career levels but based on individual contributions towards winning new business for Corven and can greatly enhance individual remuneration packages.

The senior management team work closely with managers to ensure that they are aware of targets and objectives and have the resources at their disposal to achieve the required end result. Clients often acknowledge a job well done. This client communication is shared throughout the Company.

At the end of every quarter all employees attend a company presentation given by the CEO in which the CEO goes over the last quarter's results, the company's direction going forward, and any other interesting company news. At the end of the presentation, awards are given out for two categories: Customer First and Team Player. Nominees for the Customer First award demonstrate commitment to supreme service, quality delivery, solution innovation and creative problem solving that has a measurable positive impact on customers. ControlCircle Team Player Award nominees are consistently supportive, creative and always finding ways to add value to their colleagues and the company, ensuring that both ControlCircle and their customers reap the many benefits of them all moving in the same direction to deliver a common set of goals and objectives. Employees are encouraged to nominate team members from across the business for both awards and winners are chosen by the number of nominations. Winners receive up to £100 to spend on an experience day of their choice.

For CloudSense listening to employees and seeking their ideas and feedback is at the core of engaging with them. The introduction of their social collaboration tool “Chatter” has created a mind shift at CloudSense. All of the senior management team are on Chatter and can post messages, files, videos, etc instantly to the whole company. Any employee can also direct post a message directed to each other, including the senior management team. That message is public so anyone within the company can view the response. They have found that this has created a real time conversation that has driven engagement as it has driven instant public conversations from the management team that everyone can see and respond to. The company no longer use email as their communication tool internally as Chatter has opened up the internal conversation through becoming a social enterprise.

The company have a comprehensive Performance Management policy which supports individual growth and development in line with the company's requirement for skills. Performance Management for CloudSense is a continuous process that starts the day an employee commences employment, from on-boarding through to probation review, regular one-to-ones and yearly annual appraisals. The process is designed to evaluate performance in 3 ways: 'Skills Assessment' to define their skills, 'Behaviours Assessment' to ensure that not only do employees develop the right skill sets for their current role and achieve a desired career path, but they also do their job in a way that is consistent with CloudSense brand values, and an 'Objectives Review' to assist in personal development the achievement of wider company goals.