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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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Accountancy

Anderson Anderson & Brown

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The AAB CommonHealth Games gives staff the chance to connect with team mates, while competing against other teams for prizes. From walking, cycling, gardening, meditating and baking, to arts and crafts, there is something for everyone. The event encourages staff to become involved in activities that boost their wellbeing.
AAB believes in celebrating success and a special breakfast is laid on for those who have gained qualifications. Staff are also given a shopping voucher on their birthday. When Covid meant the cancellation of the annual Christmas party in 2020, the leadership team delivered gifts to every team member's home.
A two-day training programme is available for those looking to develop their role and their management skills. This year more than 50 staff have signed up to attend. The courses cover a range of skills, including building effective relationships, delegation and managing in the changing environment of remote working.
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Housing Associations

Accent Housing

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Two-thirds of staff are women, but the association recognises the need for greater female representation in senior leadership roles to reflect the make-up of staff. At manager level, 59% of roles are held by women, but Accent Group is committed to ensuring there are progression pathways to make more senior leadership roles available to women.
The association has recently launched a new performance framework and provided training for all managers. Its people business partners have a specific customer base, which enables them to act as supportive critical friends with each manager within that. Part of this includes providing bespoke training for people-related processes.
In response to the financial burden the pandemic was placing on people across the country, Accent was instrumental in setting up the More Than Homes campaign. It seeks to raise £1m for the Trussell Trust, an organisation that supports the UK’s largest network of food banks. The campaign has become a sector-wide initiative.
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Retail

Modern Milkman

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Teams communicate regularly via the messaging system Slack which enables them to chat and interact with colleagues in real time, as well as share updates and information as it happens within the organisation. Meetings take place virtually, cutting down on the time spent travelling to different locations.
Annual and quarterly goals have been set across the company and within departments. A monthly all-hands Zoom call updates staff on company performance. It includes an opportunity to ask the senior leadership team questions. Digital platforms have been consolidated across the business to simplify processes.
The company's philosophy is to review salaries continually and reward staff, based on their efforts and commitment to the business. It means that while there is an annual pay review to assess everyone across the business, salaries are reviewed against performance and staff are rewarded more frequently.
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Education & Training

Kids Inc Nurseries

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Regular training courses are offered internally and externally to support managers and their team to develop. Kids Inc Nurseries introduced an employee assistance programme and regular team lunches to encourage positive mental wellbeing.
"We highly value the attitude, skills, enthusiasm and commitment of our teams and endeavor to show our appreciation and engage our employees in many ways," says Sav Kaisi, a company director. These team-building events, long-service awards, newsletters and extensive professional training and development opportunities.
The group sponsors camps in India where children have corrective eye surgery. It also supplies local hospitals — King George and Queen's, in Essex — with care packs and toys for staff and patients. It gives toys and resources to local children's wards and makes regular donations to local food banks.
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Housing Associations

Hexagon Housing Association

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Instant recognition awards are the means by which colleagues can thank staff members who have gone above and beyond to help them or a customer. Nominees are sent a "thank you" message and gift voucher and the awards are publicised on the intranet, where colleagues can comment and add their congratulations.
During Black History Month, staff are encouraged to share their family stories on the intranet. Workshops raise awareness of issues faced by LGBTQ+ customers and staff. The office has recently been refurbished and a new multi-faith room, offering a quiet space for prayer and reflection has been added.
The leadership team has increased the use of the intranet to ensure staff members remain up to date, including opportunities to provide feedback on corporate objectives. Staff conferences include discussion sessions on the organisation's values, led by the directors.
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Law

Hall Brown Family Law

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Staff take part in the cycle-to-work day and the firm funded every person entering the End to End challenge, for which they had to walk or run the distance between Land's End and John O'Groats in a year.
At the annual Christmas party, every member of staff receives an award to celebrate something they have done that year. Other yearly events are an away weekend for staff and their partners and a summer party based around a fun activity, such as an all-firm darts tournament.
All big company decisions require the approval of every member of the firm. For example, no new member of staff is taken on without everyone approving it. This allows less commercially experienced staff to be part of the commercial decision-making process.
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Consultancy

Orbis

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Knowing how daunting it can feel to return from annual leave and come back to a huge backlog, Orbis has implemented new 'handover guidelines' to prevent work building up and ensure employees are not tempted to work whilst off. The new guidelines ensure all colleagues feel supported and highlight the benefits of necessary rest.
Orbis maintains an open-door policy, where all staff from senior leadership to new starters have the right to know and understand any decisions made for the business, as well as having a voice at the table and the opportunity to contribute to the company-wide debate.
The company uses offices run by property firm, WeWork, which means it adopts their meat-free menu, which encourages lower meat consumption. The coffee is always Fairtrade, the lighting in buildings is automatic, and single-use plastics are banned.
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Consultancy

TBAT Innovation

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Wellbeing days can be taken by all staff at short notice, without an explanation. It allows them to unwind, destress, recharge and prioritise their mental health — without the requirement to book holiday or take a sick day.
An online "honesty box" gives staff the chance, remotely and anonymously, to raise concerns or make suggestions for the business to follow up on. Responses and actions are shared across the company.
The company's cycle-to-work scheme is used by 20% of employees and a bike shelter has been installed to support this initiative.
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Business Services

Q5 Partners LLP

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To minimise the toll the pandemic was taking on staff, they were given an extra three days' leave at Christmas. Q5 has also increasingly allowed staff to take unpaid leave and sabbaticals, plus the chance to buy an extra week off.
A critical illness policy pays 80% of a Q5-er's base salary if they are not be able to work. The policy comes with other benefits such as sessions with a therapist or physiotherapist. The company also offers a top-of-the-range private medical insurance scheme.
During lockdown Hannah’s bootcamp took place via Zoom as a way of connecting people around a physical activity. The consultancy also staged an “Olympics” between the consultant and senior consultant communities and many team members took part.
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Recruitment

Orion Electrotech

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Office layouts have been reorganised so that senior staff work in an open-plan setting. The move ensures that they continually interact with other employees and creates the sense that everyone is involved in the day-to-day working of the company.
"The beating heart of our business is our people. They are Orion and represent everything that Orion stands for. Therefore, employee engagement is central to our business decisions as we strive to build an environment that our employees both admire and flourish within," says director Ross Benham.
Staff with two or more years' service can take up either free health insurance or gym membership. Employees who are off sick continue to receive full pay, removing the stress caused by a drop in income.
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