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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.
TSYS In The Community encourages team members to engage as volunteers in local community projects. Team members are given 10 hours of work time to enable them to participate.
Recognition is a key agenda item in the monthly team briefing. Through the formal recognition programmes, teams and individuals are nominated for four different internal awards categories.
Recognition is a key agenda item in the monthly team briefing. Through the formal recognition programmes, teams and individuals are nominated for four different internal awards categories.
The Senior Partner has lunched with all assistants in all offices and is now lunching with all the support staff in all offices and hosts, with a senior manager, monthly buffet lunches for a cross section of staff.
The firm has for the last 10 years paid a performance bonus to all eligible staff. This year bonuses ranged from 3 to 15% of salary.
The Senior Partner has lunched with all assistants in all offices and is now lunching with all the support staff in all offices and hosts, with a senior manager, monthly buffet lunches for a cross section of staff.
TOR Homes offer flexible working and home working. To support employees' health and well being there is a generous sickness and annual leave allowance. In addition there is a Health Cash Back Plan incorporating medical and counselling services.
Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.
Employees at TOR Homes are given management feedback to ensure that they feel rewarded for their efforts.
To reward employees for their efforts public recognition is given via email and extra net. There is also a share option scheme and regular pizza and bbq lunches to reward staff.
In a recent benchmark survey 95% of users rated Toptable as good or excellent and 64% had discovered them through a friend. Toptable.co.uk have a democratic environment where staff from all walks of life are welcomed and encouraged to help shape strategy.
Every client project, from inception to delivery, involves cross-team working to pull together the relevant skills to ensure a successful event. A budget is made available for teams to hold social activities and invites to individuals from other teams are encouraged.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Bi-annually, the Foundation Awards are held. Staff nominate their colleagues for outstanding individual contributions across a range of categories. For example Account Developer or Sales Person of the Year.
Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.
Team build events are available to all teams within the business, whenever they want to make use of them. Every mall person is eligible to benefit from The Mall's Discretionary Performance Bonus/Dividend.
Flexible hours and working arrangements. The malls are a 24 hour operation which gives The Mall great opportunities to accommodate a variety of work patterns according to individual needs.
Employees are recognised for their efforts and thanked regularly. To celebrate there is bucks fizz and celebratory breakfasts or lunches. Good news stories are publicised via the intranet.
As well as a "Make a Difference Day", Midsummer also have a Community Development Fund.
Midsummer operate a Leadership development programme called "Meridian". Employees are given a tailor made training plan and the opportunity to work in other teams in completely different roles.
To support and develop people managers there are 360 degree appraisals and Key Performance Indicators in place. Training and coaching is also provided.
To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.
To help employees balance their home and working lives, flexible working arrangements are available on application and home working is possible for certain roles.
All managers experience training on people management and the management of others, motivation, the power of positive relationships and customer care. In addition, each manager is personally mentored by a director.
Tandberg encourage employees to develop and have introduced a comprehensive Learning and Development programme based on 3 defined areas - Leaders, Experts and Entrepreneurs. This allows people to set out their own career development, supported by the management team.
By using video conferencing technology, Tandberg have been able to reduce their carbon emissions by meeting remotely, rather than having to travel to meetings. They also provide facilities for recycling several different types of refuse.
Tandberg encourage employees to develop and have introduced a comprehensive Learning and Development programme based on 3 defined areas - Leaders, Experts and Entrepreneurs. This allows people to set out their own career development, supported by the management team.
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