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.
The Rossendale Trust work hard to create the right culture where employees feel valued and important and confident enough to speak up if anything is troubling them.
The Rossendale Trust work hard to create the right culture where employees feel valued and important and confident enough to speak up if anything is troubling them.
The Rossendale Trust have a structured induction process for new staff, and a comprehensive annual training calendar of statutory, regulatory and 'best practice' programmes.
Partners are rewarded for the success of the organisation over the course of the year through the Partnership profit share. The profit share is done as a percentage of salary paid out in November, to all Partners who have been working for the Partnership for at least 1 year.
The Partnership aims to have a beneficial influence on the local community and wider society in which they operate. Last year they finalised their charitable framework which centres around the goal to raise £1m over the next decade through a mixture of Partner volunteering, fundraising and charitable giving.
The Partnership aims to have a beneficial influence on the local community and wider society in which they operate. Last year they finalised their charitable framework which centres around the goal to raise £1m over the next decade through a mixture of Partner volunteering, fundraising and charitable giving.
All employees receive extensive on the job training: they have buddies in the wider team, day to day support, an assigned mentor from week 2 and they also hold events to integrate them into their way of working.
Their head office is a learning centre in itself where all clients, suppliers and employees alike are encouraged to develop, use and help each other out.
Sabbaticals are offered to those who have completed 5 year's service and holidays are unlimited for their consultants.
The Furniture Practice foster an open and honest environment and encourage staff to learn from each other. This is reflected in fortnightly company meetings where all members of staff are encouraged to contribute and present. They acknowledge achievements, discuss lessons learned and share notable projects and events, this is then followed by socialising at their in-house bar.
Every person who is recruited into the business meets with at least one of the directors to ensure that there is an emotional fit as well as a business fit. Senior management will include junior members of staff in the recruitment process as their perspective is important.
Every person who is recruited into the business meets with at least one of the directors to ensure that there is an emotional fit as well as a business fit. Senior management will include junior members of staff in the recruitment process as their perspective is important.
In addition to regular monthly events, The FISER Group has an annual incentive trip which most recently was a long weekend in Portugal for the entire company on an all expense paid basis.
Managers have regular reviews, monthly, quarterly and annually and are offered coaching and mentoring.
In addition to regular monthly events, The FISER Group has an annual incentive trip which most recently was a long weekend in Portugal for the entire company on an all expense paid basis.
Managers receive regular 1-2-1's to ensure they are on track with tasks and actions.
Managers receive regular 1-2-1's to ensure they are on track with tasks and actions.
Managers receive regular 1-2-1's to ensure they are on track with tasks and actions.
Transparency is key for the leaders, which is why they have an open door policy for everyone to feel comfortable to speak and engage with them, nothing is too big or too small to share.
Each client team get together every Monday to discuss what they have been up to, sharing coverage and what is coming up. They also encourage and facilitate each level across the company to meet up every few months to get to know each other and chat with their peers.
All members of the business participate in summer and winter appraisals. Managers are evaluated on their team's performance, wellbeing, and happiness, new business wins, adherence to budgets, and successful client relationships alongside their overall personal performance and contribution to the company culture.
Environmental practices including: a cycle to work scheme; encouraging greater use of video-conferencing; carbon offsetting; and encouraging working from home are in place at CIPS.
Environmental practices including: a cycle to work scheme; encouraging greater use of video-conferencing; carbon offsetting; and encouraging working from home are in place at CIPS.
Each year departments nominate one individual from their team who has worked particularly hard, rewarding them with a place at the annual CIPS SM awards ceremony in September, providing an opportunity to get to know each other.
The Brilliant Club have introduced themed team lunches where people are invited to bring a dish to share. Themes recently have included vegan dishes during Veganuary, national dishes from different countries and a rainbow-themed lunch during LGBTQ+ Pride Month.
In the last year, The Brilliant Club have revised their approach to their Talent and Management Development Programmes. Rather than providing a formal programme designed for a small group of employees, they have developed a range of sessions to cater for the varied level of skill and experience within the management population.
In the last year, The Brilliant Club have revised their approach to their Talent and Management Development Programmes. Rather than providing a formal programme designed for a small group of employees, they have developed a range of sessions to cater for the varied level of skill and experience within the management population.
The Alchemist Provide employees with e-learning, external coaching, financial support for work related qualifications, job shadowing and paid time off for study.
The Alchemist has a clear policy of taking steps to 'belong' and contribute to its local area, with a programme of outreach to local groups ranging from good causes to the business community.
The Alchemist has a clear policy of taking steps to 'belong' and contribute to its local area, with a programme of outreach to local groups ranging from good causes to the business community.
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