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 Board undertakes a detailed analysis of every employees efforts annually as part of their review process, and all those employees who have performed above expectations are financially rewarded. When the company has performed sufficiently well bonuses are additionally rewarded to all employees.
Directors work in close proximity with their teams and monitor workloads via a weekly resource schedule and pinpoint immediately any staff who might be experiencing heavy workloads.
Terence O'Rourke run a structured induction with specific tasks to be completed by the new starter, their 'buddy' and other staff in the office.
The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.
The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.
The People & Culture Forum is held once per quarter with a number of employee representatives from across the business in attendance. The forum acts as a two-way communication group, ensuring that there is a communication link between the Board and the rest of the business. Updates are fed in either direction as necessary, whether it's concerns, suggestions or improvements.
Throughout the year, Techmodal arrange regular visits to other organisation's for their staff. Recently this included an event with the Royal Logistics Corps and a visit to one of Amazon's fulfilment centres.
Flexible working initiatives are available for employees at Techmodal, which include: compressed hours; home, remote or teleworking; career breaks and sabbaticals.
Techmodal reward employees for their continued efforts with initiatives including: staff discounts; free life insurance; profit related pay; and performance related pay.
Directors regularly attend the monthly staff forum to hear feedback from a grassroots level and support the team in making changes.
Each month Sykes hold a company-wide floor brief - lead by the CEO. They hold two over the day to make sure they maximise the number of people who can attend, and they also film it and share the video on their communication platform.
Directors regularly attend the monthly staff forum to hear feedback from a grassroots level and support the team in making changes.
To reduce the use of single use plastic cups for hot drinks, Swim England gave all team members a reusable keepcup. They encourage team members to take a picture with their cup whilst they are out and about and share via internal comms.
Swim England hold monthly organisation briefings where the CEO talks about their progress against the strategic objectives, through KPIs and performance targets. The CEO then talks through matters coming up, things of significant interest, such as the leadership group meetings they attend and big ticket items such as the links to Sport England.
Swim England have an annual team awards ceremony. Employees nominate their colleagues across 7 categories of awards and then each category has a bronze, silver and gold winner. The awards evening includes a 3 course dinner and entertainment, and is promoted as a celebration of the organisations hard work.
Employees are offered an array of benefits, including; an employee assistance programme; performance related pay; staff discounts; and free private healthcare.
Swan is continually reviewing alternative technologies which can be used on new build sites which conform with policy and ensure an efficient and sustainable agenda.
Swan is continually reviewing alternative technologies which can be used on new build sites which conform with policy and ensure an efficient and sustainable agenda.
SSTL have an effective induction process for new joiners. On their first day, the new employee will meet a member of the HR team to run through a welcome pack of information which sets a timetable of what they can expect to happen over their first day, first week and first 3 months.
SSTL have an effective induction process for new joiners. On their first day, the new employee will meet a member of the HR team to run through a welcome pack of information which sets a timetable of what they can expect to happen over their first day, first week and first 3 months.
The Management and Leadership programme is made up of 12 modules which will develop managers skills in the management and development of their direct reports. It will include modules to help with recruitment all the way through to performance and leading change.
Each year the Club create's a strategic summary document which highlights their priorities and focus across departments for the year.
Each year the Club create's a strategic summary document which highlights their priorities and focus across departments for the year.
The leader knows everyone in the Club, walks around the ground all the time, and recently has held a 1-2-1's with everyone.
Team Leaders and the Quality team listen to sales calls made by employees, which take place every day, to measure them against a specific set of criteria to ensure their performance is consistent and therefore continually improving.
StepChange offer specific training for progressing in other areas within the business, for example becoming a Team Leader. The 6 week course is available to anyone within the organisation. Every single one of their Team Leaders have progressed internally, making this course even more appealing.
StepChange offer specific training for progressing in other areas within the business, for example becoming a Team Leader. The 6 week course is available to anyone within the organisation. Every single one of their Team Leaders have progressed internally, making this course even more appealing.
Stay Original Co run an Employee of the Month scheme. Managers from each site can nominate an employee for great service and going above and beyond what is expected. The successful individual is awarded £100.
Stay Original Co run an Employee of the Month scheme. Managers from each site can nominate an employee for great service and going above and beyond what is expected. The successful individual is awarded £100.
Stay Original Co have introduced a Stress Policy with training for all managers to ensure that if they do come across any individual showing signs of stress then they are equipped to help them.
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