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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.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group have an informal and relaxed working environment an open door policy so that managers are accessible to everyone. There is a 'No blame' culture.
PMI Health Group offer flexibility in working hours negotiated with each employee. There is a Family friendly policy in place covering care for dependent relatives. Access to in-house medical and nursing staff for advice and counselling as well as employee assistance programme.
The leader and senior managers engage and interact with employees through the four social events they hold throughout the year and also via their newsletter and intranet.
Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.
Opal have their own Company Charity which is called the " The Opal Foundation". At Opal Property Group they have The Opal Green Policy to monitor their carbon footprint.
The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.
Employees are able to apply for personal grants to fund courses in non-professional training and in more creative pursuits like photography or learning a new language. The intention is to encourage lifelong learning.
The Office of Rail Regulation's Learning and development programme for staff that includes access to internal and external training courses. They also includes a small Development grant which employees can apply for. They hold a Christmas Party, annual sports day and for the first time in 2008, they will be holding their first Staff Conference.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
Northcroft pay for all career development opportunities, training courses, membership fees and CPD enhancement opportunities. Northcroft also have a comprehensive mentoring, supervising and coaching service.
NCSoft participate in annual industry salary surveys to ensure employees are receiving a fair deal.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
NCSoft have a Carbon Neutral committee who meet regularly and review suppliers. Carbon neutral suppliers are preferred. NCSoft also monitors its carbon footprint.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Nabarro runs subsidised social events e.g. Summer Party, Christmas Party and Quiz Nights amongst other events. Teams take part in end of deal celebrations.
Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.
Global launch of the Project Management Certification Programme. This has resulted in a number of UK based technicians and specialists working overseas to help colleagues from other countries gain experience and knowledge.
Improved and increased levels of performance management training including the provision of new modules such as interview skills, conducting appraisals, financial management etc.
All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.
All employees are given the opportunity through reviews to comment on the way they are managed. It is part of the annual appraisal for staff to say how they believe they are managed. This is taken into consideration and passed onto their managers.
They have the monthly support award - Employees nominate the support staff they feel have made a great contribution. The winners receive Selfridges vouchers, champagne and a certificate. The Top Achievers plus the support staff who have gone beyond their role are each awarded with a luxury holiday. Winners also receive an engraved crystal trophy.
Millgate Homes have away days, departmental dinners, free bar at local hostelry every Friday evening. They also provide annual bonus payments.
Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.
Millgate Homes have a Non Executive HR Director - relatively unusual in a company with a small head count, whose main objective is the development of employees into successful managers. Quarterly performance reviews form an ideal two way dialogue between management and the board to review performance against objectives and if necessary alter objectives.
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