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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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Technology

Vianet Group

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To attract more top talent, Vianet continues to partner with Teesside University's Student Futures to network and advertise roles and offer opportunities for internships. The AIM-listed company has also become an active member of the North East Apprenticeship Ambassador Network.
Vianet continues to support a wide range of charities, and has partnered with PAPYRUS to raise awareness and prevent suicide in young people. With employees taking on the Three Peaks Challenges, the company raised over £7,500 for the charity, as well as running a number of smaller charitable events and fundraisers.
The organisation places great value on the wellbeing of its employees, proactively encouraging them to utilise its Employee Assistance Programme (EAP) and Mental Health First Aiders. In addition to this, Vianet sends regular wellbeing communications to colleagues and provides access to Resilience and Growth Mindset Training, along with hybrid working opportunities.
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Automotive

Sandicliffe

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The company's menopause policy was written by staff and there is a WhatsApp group so they can support each other. In addition, there will be a wellbeing champion at each site. The company also partners with Ben, a charity that supports motor industry employees, and staff with any concerns are referred to it.
Sandicliffe ensures that it pays for a role rather than the person. For example, a technician is paid £24,26 and £28,000, dependant on qualifications. All salaries are checked to make sure they are in line with market rates and staff are paid accordingly. Moves are being made to attract more women to the business.
All staff were given a "thank you" bonus, a pizza day and a pay rise last year. Employees and managers can nominate a Sandicliffe Star and the winner is given £200, after tax. Easter eggs, chocolates, nights out and gifts are also given for high performance.
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Retail

River Island

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Islanders told the company that being kept up to date on what was going on in the company was important to them, so chief executive Will Kernan writes a weekly update to all business areas. He also sends video messages and there are quarterly town hall business updates. Senior leaders have also sent wellbeing messages.
River Island's ethos is "Our community is always open" and it has partnered with Blueprint for All, which was formerly the Stephen Lawrence Charitable Trust, to help the company identify how to become an inclusive place to work and shop. It has learnt where some improvements can be made simply by listening to staff.
To thank staff for their efforts last year, which in spite of Brexit, a global pandemic and supply-chain problems, was a positive one for the company, they were given a bonus. The high-street market has been challenging, but passionate, hard-working Islanders ensured that the company remained resilient.
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Food & Drink

Mindful Chef

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Each quarter the company runs a Mindful Chef Champions reward programme that encourages staff to nominate colleagues whom they feel have best displayed one or more of the three values — mindful, personal and unafraid. Prizes vary, but the most recent was a meal for two at a fine-dining restaurant.
The company launched its first management training programme, using an external consultant. It consisted of three 90-minute interactive workshops for managers at all levels of the company.
Staff survey results revealed a gap when it came to team building. As a result Mindful Chef ran a range of events in the office, such as cooking masterclasses, speed dating and games nights, all of which have gone down well with staff.
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Law

Jefferies Solicitors

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Jefferies Solicitors are passionate about giving back to the community. The team has been involved in many charitable activities in 2021, including running the Hackney Half Marathon for ActionAid, participating in Pretty Muddy for Cancer Research and hosting a bake sale for the British Red Cross to support their work with Afghanistan refugees.
Staff are encouraged to take regular breaks and exercise, be it stretching at the desk, a walk, yoga, gym or home workout. Awareness and top tips for good sleep practices are available and a wellness day was held to promote healthy habits across the business.
Jefferies holds companywide sessions annually to discuss the firm’s strategy, performance and direction. Team feedback is then facilitated in groups in order to generate ideas, promote change and improvement where needed. In addition a brand new intranet has been developed to increase communications and access to organisational clarity.
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Manufacturing

Howdens

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Howdens is unusual in that it rewards team effort. Everyone within each depot benefits from team bonuses, based on the profitability and collective success of the depot. This approach encourages team motivation, camaraderie, commitment to excellence and a shared sense of responsibility for customer service.
At focus groups, chief executive Andrew Livingston meets six depot managers over dinner to listen to their feedback on any topic. Engagement surveys are run in depots to understand how employees are feeling and to get feedback on local issues. Regional directors lead the follow-up for swift, targeted action.
The company has just celebrated a 10-year partnership with Humberside Fire and Rescue. It supports 14 on-call fire fighters and two medical first-responders. They’ve attended more than 1,800 emergencies and 1,140 medical first-response calls since 2011, saving more than 60 lives.
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Marketing & Media Agencies

Hotwire

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Hotwire is invested in diminishing the stigma around mental health, ensuring people have all the resources they need to educate themselves, take care of their mental health and support colleagues. The company developed a mental health toolkit with valuable resources that employees can access 24/7, as well as an Employee Assistance Programme.
The Hotwire Ignite Possibility Programme, part of its diversity, equity and inclusion strategy, is directing up to $1 million in pro bono brand, marketing, and public relations services to qualifying tech and tech-enabled organisations that are minority-led or provide a product or service benefitting minority communities.
After four years' service, employees can take a sponsored sabbatical choosing between three-months' leave at half pay, six-weeks' leave at full pay or a one-off bonus instead of the time off. Hotwire has extended this to offer six weeks' leave at full pay after every four years of continuous service.
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Education & Training

Fennies Day Nurseries

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A weekly webinar is hosted by Kirstie Davis, Fennies' Head of People and Culture and internal trainer, Jamie Atkins. During the webinars Kirstie and Jamie update staff on company news, there is a live Q&A session and staff make shout-outs for colleagues who have gone above and beyond their duties.
Fennies provides external support and counselling for those that need it and staff are encouraged to stay physically active. 'Wellness Wednesday' posts include tips for a midweek pick-me-up which can range from a mood-boosting podcast to uplifting playlists and recipe recommendations.
The remuneration package includes a competitive salary, a bonus scheme, a cycle-to-work scheme, lunch and staff discounts for well-known brands. There are also monthly rewards, a refer-a-friend bonus, continual development and up to 40% off childcare.
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Technology

One Beyond

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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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Law

BDB Pitmans

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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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