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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.
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
There was an across the board pay reivew of 3% in July 2010. Also a bonus was paid in June 2010 to all employees which was both performance and profit related, depending on job roles. In April 2009 they changed the store bonus to half-yearly: this bonus goes to the whole store team and is entirely based on their store performance. This motivates staff through the knowledge that their own performance determines the success of the store. The bonus is up to 8% of annual salary, including overtime payments, and so reflects their total contribution. At that same time the head offices management scheme was realigned to reflect performance. Junior head office staff who had delivered exceptional performance (as nominated by the Leadership team) were rewarded with a one-off discretionary bonus of up to £1000. The share-save scheme gives all employees the opportunity to by rewarded for their efforts through increases in the share price. They acknowledge that recognitiion for greatness can be as valuable as monetary rewards and the various award schemes which they run give employees and teams the opportunity to be thanked in person by members of the Exec.
Last christmas they had a lunch-time reception for head office employees. They also hold a fabulous party for the children of head office employees on Christmas Eve. Store teams receive a budget per head for their Christmas celebration. Last year they also held a summer carnival for head office employees. Their is a social committee at head office which arranges fun events like quiz evenings, bingo nights and theatre trips.
Supporting local charities and businesses is a huge part of what Morrison do and they are dedicated to helping the communities they serve do their bit for charity and the environment. The CSR manager is putting in place a charity events plan at the moment with Shelter and will follow this to ensure Morrison are working in partnership with them to maximise every fundraising opportunity they can.
Morrison believes in celebrating the success of their people and using their full suite of engagement tools through which to do this. They publicly celebrate success through their internal magazine “Connect”, their intranet “MINT” and also through their recognition scheme, Morrison Stars. They also reward good performance with one off thank yous from senior managers to their staff and actively publish compliment letters from clients in the company magazine.
Morrison believes in celebrating the success of their people and using their full suite of engagement tools through which to do this. They publicly celebrate success through their internal magazine “Connect”, their intranet “MINT” and also through their recognition scheme, Morrison Stars. They also reward good performance with one off thank yous from senior managers to their staff and actively publish compliment letters from clients in the company magazine.
Andrew Jackson is an excellent ambassador for the Company. He exudes confidence and passion through his knowledge, approachability and desire to listen to and make time for employees and customers who ensure that the Company is successful. Andrew Jackson lives and breathes the values of the Company. He is a trusted and inspirational leader who, with the direction of the Board of Directors, strives to maintain and improve sustainable growth and competitive advantage to ensure that Mole Valley Farmers provide for future generations. Andrew farms in his spare time and organises social events for his local farming community.
Andrew Jackson is an excellent ambassador for the Company. He exudes confidence and passion through his knowledge, approachability and desire to listen to and make time for employees and customers who ensure that the Company is successful. Andrew Jackson lives and breathes the values of the Company. He is a trusted and inspirational leader who, with the direction of the Board of Directors, strives to maintain and improve sustainable growth and competitive advantage to ensure that Mole Valley Farmers provide for future generations. Andrew farms in his spare time and organises social events for his local farming community.
Andrew Jackson is an excellent ambassador for the Company. He exudes confidence and passion through his knowledge, approachability and desire to listen to and make time for employees and customers who ensure that the Company is successful. Andrew Jackson lives and breathes the values of the Company. He is a trusted and inspirational leader who, with the direction of the Board of Directors, strives to maintain and improve sustainable growth and competitive advantage to ensure that Mole Valley Farmers provide for future generations. Andrew farms in his spare time and organises social events for his local farming community.
Quarterly employee awards are announced in Meteorite's company meetings. Prizes include shopping vouchers, champagne and chocolates and activity such as a sailing day at Cowes. Employees are rewarded extra holiday after 3 full years and another 1 after 4 years and a Sabbatical after 5 years. Team leaders are empowered to reward team members with instant surprise and delight prizes including lunches, sweets and vouchers. Those who have achieved best practice are often made an example of in company meetings. Instant reward for New Business leads can amount to £100-£1000, recruitment £1000, award winning work - dinners, weekend away, spa days.
All managers have access to the industry body and seminars which are run for creatives, planners, account handling and finance. For example Meteorite's new Business Manager will attend seminars specifically for new business managers whereby they discuss best practice and how to ensure you get enough support for your company. Meteorite believe that they train all of their managers to manage people not subordinates. The HR Manager is responsible for their 'People Programme' and ensures that line managers receive quarterly training on team management skills and personal development.
Quarterly employee awards are announced in Meteorite's company meetings. Prizes include shopping vouchers, champagne and chocolates and activity such as a sailing day at Cowes. Employees are rewarded extra holiday after 3 full years and another 1 after 4 years and a Sabbatical after 5 years. Team leaders are empowered to reward team members with instant surprise and delight prizes including lunches, sweets and vouchers. Those who have achieved best practice are often made an example of in company meetings. Instant reward for New Business leads can amount to £100-£1000, recruitment £1000, award winning work - dinners, weekend away, spa days.
Merck Serono have personalised performance related bonus scheme for each employee who encompasses their individual performance and also has an element related to the overall performance of the whole team in the UK. Numerous recognition schemes and award schemes to recognise their employees contributions and successes e.g. Ambassador Award, Gold Club Award, Best Pharma Award, Shine Award, Innovation Award etc. The performance of both individuals and teams is also recognised and celebrated both at department, team and company meetings both verbally and in presentations as well as such other channels as internal communications, publications, plasma TV informational update screen's in their Head Office to name but a few.
Merck Serono have personalised performance related bonus scheme for each employee who encompasses their individual performance and also has an element related to the overall performance of the whole team in the UK. Numerous recognition schemes and award schemes to recognise their employees contributions and successes e.g. Ambassador Award, Gold Club Award, Best Pharma Award, Shine Award, Innovation Award etc. The performance of both individuals and teams is also recognised and celebrated both at department, team and company meetings both verbally and in presentations as well as such other channels as internal communications, publications, plasma TV informational update screen's in their Head Office to name but a few.
Staff at Merck Serono recently contributed towards their in-house "Pakistan Flood Appeal" by buying Fair trade Chocolate - all proceeds of which went to the PFA charity. Merck Serono donated all the chocolate sold. They also organise and fund a Christmas Party for the residents of a local OAP' Residents Home. This is their ONLY Christmas Party. They also take them a present each. Globally the organisation supports many local country or world wide charities such as providing medicines and medically related supplies to under developed countries where populations are in need. By taking part in certain worthwhile company initiatives staff can ensure that funding is made available to help feed needy homeless orphans in the "Joy" Orphanage in Zambia, Africa.
Masternaut offers generous basic salaries which are well above average for its industry sector.Salespeople receive generous commission and bonuses - and have uncapped earnings potential. One-to-one meetings with the MD - Martin Port has a 'management by walking around' style - he establishes a regular dialogue with all staff and offers praise and encouragement to make colleagues feel valued and their achievements recognised. Colleagues can book a 1-2-1 with Martin whenever they want, and this open door policy encourages staff to tell management about their successes and achievements.
Masternaut has spent approximately £25,000 on fun and social events per head in the last year. Some examples of these events are; Family fun day - where all employees and their families were invited. An annual Xmas party which includes a formal reception, dinner and dancing, plus an awards ceremony. Awards are presented to different departments which celebrates and recognises their team success and 'Martin's Den' - an annual Dragon's Den style event where employees can pitch to the board in teams and at the end of the night the most innovative idea wins investment.
Masternaut has spent approximately £25,000 on fun and social events per head in the last year. Some examples of these events are; Family fun day - where all employees and their families were invited. An annual Xmas party which includes a formal reception, dinner and dancing, plus an awards ceremony. Awards are presented to different departments which celebrates and recognises their team success and 'Martin's Den' - an annual Dragon's Den style event where employees can pitch to the board in teams and at the end of the night the most innovative idea wins investment.
Manhattan Associates provide work experience placements for students at local schools. They try to select a local charity to support at christmas time, for example they purchased gifts for underpriviledge children with disabilities. They also collect shampoos and soaps from employee travel and these are distributed to a local womens shelter.
Sales employees are rewarded by meeting quota and going to Presidents Club. There are 5 spaces for other employees to join them nominated by their peers - this year the trip is to Cancun. They provide spot bonuses for those employees who are not eligible to participate in an annual bonus plan, a monetary amount awarded dependant on effort.
Sales employees are rewarded by meeting quota and going to Presidents Club. There are 5 spaces for other employees to join them nominated by their peers - this year the trip is to Cancun. They provide spot bonuses for those employees who are not eligible to participate in an annual bonus plan, a monetary amount awarded dependant on effort.
The Mace Star awards are in their second year. Employees are given the opportunity to nominate a colleague or a team for a range of award categories. Winners are announced at the annual end of year celebration. Line managers are encouraged, through the Managing People @ Mace programme which this year is focussing on giving feedback, to reward employees informally by ensuring they are thanked for doing a good job and get the recognition that they deserve. Mace believes that this informal approach has a greater positive effect on employee engagement than a formalised system.
The Mace Star awards are in their second year. Employees are given the opportunity to nominate a colleague or a team for a range of award categories. Winners are announced at the annual end of year celebration. Line managers are encouraged, through the Managing People @ Mace programme which this year is focussing on giving feedback, to reward employees informally by ensuring they are thanked for doing a good job and get the recognition that they deserve. Mace believes that this informal approach has a greater positive effect on employee engagement than a formalised system.
The Mace Star awards are in their second year. Employees are given the opportunity to nominate a colleague or a team for a range of award categories. Winners are announced at the annual end of year celebration. Line managers are encouraged, through the Managing People @ Mace programme which this year is focussing on giving feedback, to reward employees informally by ensuring they are thanked for doing a good job and get the recognition that they deserve. Mace believes that this informal approach has a greater positive effect on employee engagement than a formalised system.
As part of their health and well being focus Lloyd's had themed food in their on-site restaurants and seminars on nutrition and health eating. Their restaurants always offer healthy food options which are clearly labelled. There is an Employee Assistance Programme with advice and counselling available. Lloyd's offer external Occupational Health support and Private Medical Insurance to help with costs of any treatment. There is an on-site nurse available for advice. Voluntary health assessments are available which include tests and advice. Health assessments are offered to all employees every two years.
Lloyd's is a founding member of ClimatWise, a group of companies from the insurance sector that have signed up to a set of principles that enable the industry to address climate change issues. Lloyd's is also a member of the United Nations Environment Programme Finance Initiative which is an international grouping of companies seeking to make a positive impact on environmental issues. Through Lloyd's 360 Risk Insight Programme, Lloyd's has engaged in debates on climate change. In addition, Lloyd's manages the building used by hundreds of businesses and individuals that gather to conduct insurance business. Therefore any improvements Lloyd's makes to the building or working practices of the market directly affects many other businesses and employees.
As part of their health and well being focus Lloyd's had themed food in their on-site restaurants and seminars on nutrition and health eating. Their restaurants always offer healthy food options which are clearly labelled. There is an Employee Assistance Programme with advice and counselling available. Lloyd's offer external Occupational Health support and Private Medical Insurance to help with costs of any treatment. There is an on-site nurse available for advice. Voluntary health assessments are available which include tests and advice. Health assessments are offered to all employees every two years.
The company sets aside a sum of money each year and matches funds raised by their staff. As a publishing company their aim is to support charities involved in literacy and reading. They work with a local junior school on a reading partnership scheme.
Little Brown Book Group held a dragon boat race in July 2010. The company hold several events for their employees each year.
The company sets aside a sum of money each year and matches funds raised by their staff. As a publishing company their aim is to support charities involved in literacy and reading. They work with a local junior school on a reading partnership scheme.
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