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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.
All levels of staff work together in project teams. Employees socialise outside of office hours. There are also team building away days and training sessions.
Employees are able to take on responsibility beyond their job description. Design Bridge also run a personal development scheme.
Design Bridge have openness and inclusive decision making. Employees can give opinions without repercussions.
They ensure that employees who come up with an idea are credited with the idea and thanked for their contribution, usually via the intranet. In addition, ad hoc bonuses or gifts may be provided when an individual or team have gone beyond the call of duty.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
The Davis Group PLC donate 2% of their pre-tax profits to their own Charitable Trust each year. In addition, employees are allowed time off to pursue charitable activities including charity sabbaticals.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
Cyril Sweett offer home working, childcare vouchers and compressed working hours. All staff are also eligible for private medical insurance and subsidised gym membership.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
When home life requires, employees are able to start later and finish work earlier. Allowing shift swaps when required. Support is provided for employees who are dealing with home life issues.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats recruit good team players and people with the right values. Team work is an essential part of what makes CragRats great. Without team work you could not be creative.
CragRats run regular stress awareness training. This allows all staff to look out for signs of stress. It has allowed CragRats to manage this growing epidemic. Before stress becomes a problem, managers, colleagues and HR will step in to ensure they do something to ensure no negative impact is made on the person's health.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Britannia's employee assistance programme, Lifeworks, provides access to a free confidential information and support service available to employees and their immediate family. They also offer flexible retirement options for all employees to enable them to gradually move from full-time work to full-time pension.
Consarc Design Group Ltd office is a modern open plan working environment which creates a pleasant working atmosphere. Overtime is discouraged and there are flexible start and finish times within the core hours.
The Leader and senior managers are always available to talk to staff and the company has an open and friendly atmosphere. The directors and associates also take part in team meetings where ideas and comments are sought.
Consarc Design Group Ltd are a member of Business in the Community network. They take part in charity fundraising annually and have put in place a Cycle to Work scheme for all staff.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Employees at ConocoPhillips who perform well are displayed on plasma screens situated throughout the building and are provided a certificate to reward their efforts. Monetary awards are also given in recognition of excellent contribution.
Balanced lifestyle workshops are run for employees to provide awareness around issues of balancing work and home life and the flexible working package helps employees to do this. They also offer every employee and their immediate family free access to ICAS, a well being provider.
CNP offers a professional environment where employees can develop with the growth of the company, continue to expand their knowledge and achieve their aspirations within their given career path. Responsibility is given to the employee to manage their own workload and they receive continuous training and development.
Hard work is recognised and rewarded on individual merit through rewards offering numerous benefits. Good performance is identified through Performance Appraisals and discretionary non-contractual bonuses and area promotions are used as rewards.
Sports Club membership to the value of £480 per annum is available to all employees and CNP operate a Cycle to Work Scheme.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET Networks provide a number of awards to employees including ‘Innovation of the Year' which recognises the teams who are championing innovation across the business and ‘Local Hero of the Year' to recognise the people whose roles in the company are vitally important but a little less centre stage.
CNET provide tailored development plans for their key talent using a competency framework. The focus is on career goals; where the employee is now; where they need to be; the gap in terms of competency and skill set and the training and development needed to help get them there.
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