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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.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
To support and develop people managers Select Education have a Management Development Programme. This is a three year development plan that provides employees with key management skills from coaching staff to business planning.
The business closes for Development Day and everyone in the company joins in activities which are designed to be hugely enjoyable and to promote team building across the business.
The business closes for Development Day and everyone in the company joins in activities which are designed to be hugely enjoyable and to promote team building across the business.
At School Trends flexible working is available for all employees. People at officer level are able to bank time in half hour 'units' and directors, managers and team leaders have the flexibility to stagger their working day.
To reward employees for their efforts, Rydon Group recognise their success through stories on their intranet and invitations to corporate events.
Rydon have an annual off site staff meeting which all staff are invited to and also produce a bi-annual newsletter and comprehensive intranet site. In addition, they have established a staff social team to ensure that the views of employees are heard.
To reward employees for their efforts, Rydon Group recognise their success through stories on their intranet and invitations to corporate events.
As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.
To reward employees praise and recognition is given. Their pay and bonus will reflect their efforts and treats are given such as meals etc.
As well as mentoring, Ryan Insurance Group people managers receive regular reviews and encouragement.
RMJM do not follow the route of many of the leading architectural practices which promote the work of just one ‘star architect'. Instead of being restricted by a rigid line management structure, architects at RMJM work in fluid project teams - partnering with and learning from, a range of colleagues from all offices.
To reward employees for their efforts RMJM offer employees a company bonus, an exceptional bonus and a long service award.
RMJM provide support and funding for professional qualifications and memberships. Talent is promoted where appropriate and provide opportunities to travel to and work in other offices worldwide.
Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.
Resourcing Solutions have a fair attitude to flexible working. The technology is in place to allow working from home for parts of the company and their incentives and awards are geared to include spouses and partners.
The Training Academy accommodates staff from their first day to their last day. There are also 'Webinars' which are interactive training in small groups led by external specialists on specifically selected issues.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
Randstad is structured in teams and as such company targets and subsequently the company bonus structure has been devised around team performance.
Randstad support promotion from within. It is very unique that within the organisation, the vast majority of the senior management team came into the organisation as a consultant and progressed within the company.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Coaching and training sessions are available to all managers of people. They provide bespoke training to support the needs of the manager, for example appraisal training and encourage our people managers to appoint a mentor (both internal or external) to help them achieve a good work/life balance.
Exceptional performance is always recognised at PPS. They have introduced a flexible benefits system which allows staff to buy pension, private health insurance or extra holiday.
All PPS employees are able to take a month long, fully paid sabbatical when they have been working for the company for more than 3 years.
Managers who are just about to make the step up to managing teams are sent on a structured training programme, Future Account Director training, to equip them with the skills they will need.
Power Technology Solutions focus on being a “people orientated” company who recognise the intrinsic value of each person within the company and look to nurture and develop the particular core skills and attributes that each individual brings to the organisation, not only on a professional basis but on a “life experience” basis as well.
Power Technology Solutions offer career breaks and make efforts to place employees on projects that are more local to their home. They also provide free private healthcare and have a formal stress policy in place.
They invest heavily in supplementing the existing skills and qualifications of their employees with further qualifications not only relevant to their own particular role but also to broaden their knowledge of other roles, skills and activities within related fields.
Looking for more information on our solutions? Let us know how we can help and the right member of our team will be in touch shortly.
