Catch up now
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.
RCP hold a dedicated wellbeing week at the beginning of every year. They draw on staff member's experiences and skills to run wellbeing sessions as well as hiring external specialists to run sessions.
RCP hold a dedicated wellbeing week at the beginning of every year. They draw on staff member's experiences and skills to run wellbeing sessions as well as hiring external specialists to run sessions.
RCP have a 12 month, modular leadership and management programme called 'World Class Manager' which is run by Global Growth Institute. Its aim is to develop core leadership skills through short, quick and bite size modules, which managers can undertake flexibly.
RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.
RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.
RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.
Employees can usually slide their shift and/or work from home, they find that sometimes these options can alleviate stress.
Employees can usually slide their shift and/or work from home, they find that sometimes these options can alleviate stress.
Environmental practices including: a cycle to work scheme; discouraging business travel; encouraging use of public transport; and green energy purchasing are in place at Robin Hood Energy.
RMP do performance reviews every 4 months for everybody in the business. As part of this, the manager's manager will asses them on their performance as both an employee and as a manager.
The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.
The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.
Resourcing group actively promotes flexible working, enabling employees to have an appropriate work-life balance.
Board meeting introductions give all employees the opportunity to join senior management and understand all areas of the business.
The CEO endeavours to create and maintain excitement among employees by remaining open about the journey the company is taking. Twice a year they participate in north to south Roadshows, visiting every Resourcing Group office to connect with regional staff and recognise as many individual achievements from across the group as possible.
Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.
Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.
Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.
Benefits for employees at Red Kite include: an Employee Assistance Programme; Flexible benefits; Staff discounts; and Free life insurance.
Benefits for employees at Red Kite include: an Employee Assistance Programme; Flexible benefits; Staff discounts; and Free life insurance.
Offices have motion sensitive lighting so that they can save energy and lower their carbon footprint. Solar panels are fitted to the roof of the building and have removed desk bins to implement recycling bins across the office.
Randstad do not operate formal annual appraisals, having replaced these with "Great Conversations" in 2018. This ensures all conversations are Meaningful, Aspirational and Progress-focused (MAP goals), which runs through not only review meetings, but all other meetings and career conversations, including kick-off meetings, team time, wrap ups and one to ones.
Randstad firmly believe that they offer best in class learning and development to all employees at all levels and roles, and emphasise the importance of a learning culture.
Randstad firmly believe that they offer best in class learning and development to all employees at all levels and roles, and emphasise the importance of a learning culture.
Pukka is a certified carbon neutral company. They annually measure their operational carbon footprint and data is audited by Carbonfootprint.com.
'Pukka Friends', who are trained Mental Health First Aiders, are available to all Pukka people for a chat or to share concerns and worries. Pukka Friends are able to listen compassionately, help guide to support and often run initiatives to raise awareness of mental health issues.
'Pukka Friends', who are trained Mental Health First Aiders, are available to all Pukka people for a chat or to share concerns and worries. Pukka Friends are able to listen compassionately, help guide to support and often run initiatives to raise awareness of mental health issues.
Every employee has a bespoke induction programme based on the job role, their experience and whether the role is office or field based. Field based starters have an extensive programme of training and job shadowing of between 2-8 weeks, depending on the role.
PSL have greatly increased the use of Skype/Microsoft Teams meetings where possible and they have also encouraged clustering meetings both in terms of timing and region. Staff are encouraged to use public transport where possible.
Every employee has a bespoke induction programme based on the job role, their experience and whether the role is office or field based. Field based starters have an extensive programme of training and job shadowing of between 2-8 weeks, depending on the role.
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.
