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

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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Accountancy

Price Bailey

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All members of staff are invited to join the employee share scheme once they have completed 12 months' service with Price Bailey. The scheme gives them a stake in the success of the business and recognises the value of their contribution.
Price Bailey added a circuit-breaker day to the Christmas holiday, giving staff extra time off in recognition of their hard work and commitment. The firm's IT systems were shut down to ensure everyone had a proper break from work.
Price Bailey has a fleet of electric pool cars available to all employees when they need to travel between the firm's offices or to visit clients. There has been an enthusiastic take-up of hybrid company cars. The firm also has a cycle-to-work scheme alongside paid travel when using local Park and Ride facilities.
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Technology

Breathe

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A flexible working scheme, Breathe-flex, allows people to manage work and personal demands better. It has a positive impact on people being able to work in ways that suit them and it helps to reduce stress.
Breathe funds team-building and social events. Teams can decide what they want to do, ensuring that it is inclusive for all. Activities last year included pottery-painting, bowling, wreath-making and clay-pigeon shooting.
New initiatives at Breathe include a challenge-yourself scheme that supports people in doing something that stretches their comfort zone. A day per month has been allowed for personal development and no-meeting Fridays are a wellbeing initiative to help people manage work pressures and create some headspace time.
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Recruitment

Source Group International

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Last year, SGI signed the Mental Health in Recruitment pledge, which committed it to driving change in how mental health is viewed and supported in the workplace. Employees take the lead in arranging fitness-focused activities through SGI Fitness Events, to boost physical and mental health. These include 10km runs and Tough Mudder challenges
The company supports three charities every year, such as Great Ormond Street Hospital and Meningitis Now. Last year, it raised over £6,000 through a range of events such as team runs, a Halloween event and sponsored virtual fundraisers.
Employee recognition plays a large role across the business, with individuals at all experience levels being recognised for their work and for sharing the company's values. Each month winners of the top-performer and best-improver awards are chosen across six categories.
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Housing Associations

Southern Housing Group

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A new set of company values have been embraced by colleagues, thanks to them being relatable for everyone in the business. These values are used when launching new initiatives, from projects and programmes through to general announcements and events to help add clarity and purpose for employees.
Following a Group-wide awareness exercise for World Menopause Day, which was accompanied by a personal blog from one of the company’s directors, several initiatives have been launched. These include managers menopause guidance, live workshops for menopause awareness and a Yammer page for menopause support, amongst many others in what is an ongoing campaign.
Thanks to Chief Executive, Alan Townshend’s natural leadership style, authentic engagement with colleagues in the Group is achieved through monthly meetings with managers and regular email communications to staff. He also attends staff forums where he invites open questions from all colleagues, enabling him to keep in touch with how colleagues are feeling.
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Technology

Advanced

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To thank staff for their hard work and resilience throughout the pandemic, Advanced introduced its #SummerFridays initiative. This saw every colleague gifted nine half days extra annual leave throughout the summer months to use as they like - from bike rides and walks to picnics and gardening.
With faith and trust in its hiring process, Advanced no longer sets probationary periods for new starters. Instead, it says it gives everyone the best chance of success in their roles by setting clear objectives and personal development plans from their very first day.
To reward the top performers in the organisation, Advanced runs a quarterly talent review process, which gives the opportunity for employees to be given a salary increase at least once per year. Guided by a tool called the 'Advanced Performance Score', people data from six different areas is pulled and analysed.
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