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.
There are a number of ad-hoc bonus and incentives in place across all departments, including a £50 a month bonus for consistently arriving at work on time.
All PHMG new starters take part in an induction course, which lasts a week for sales staff, and two days for staff from other departments. This gives them an overview to the company as a whole, illustrating how their role works within the wider business, and introducing them to all the managers of the relevant departments.
PHMG places a high value on team interaction, and provides a number of working and social initiatives to encourage this. Departmentally, meetings are held on a regular basis, and teams regularly socialise with team incentive outings, top-performers events and a host of other ad-hoc social events.
During appraisals, managers will always refer to Pentagon Play's mission and values, and remind each member of their team exactly what they are working towards.
Leaders operate an open-door policy. They also hot desk around the office each day and sit with all departments. They are always involved in company socials and make appearances at departmental conferences.
During appraisals, managers will always refer to Pentagon Play's mission and values, and remind each member of their team exactly what they are working towards.
As well as weekly coaching and monthly 1-2-1's, Pelican hold weekly team huddles. This is an opportunity for the team to get together to hear essential updates, share best practice, and celebrate success with the Wow award.
As well as weekly coaching and monthly 1-2-1's, Pelican hold weekly team huddles. This is an opportunity for the team to get together to hear essential updates, share best practice, and celebrate success with the Wow award.
Their Health and Wellbeing team are committed to providing initiatives to support mental wellbeing and their 'Healthy Conversations' initiative has helped lift the taboo on reaching out for support.
Peldon Rose have introduced a battery recycling programme and recycling bins on every floor of the building. They have all been introduced and led by employees.
Peldon Rose communicate the business purpose and mission through the annual Kick Off event. Kick Off serves as a way to unite the entire business at the beginning of the financial year. This is where the Leadership Team can signpost for the year ahead and celebrate achievements from the year gone.
Peldon Rose communicate the business purpose and mission through the annual Kick Off event. Kick Off serves as a way to unite the entire business at the beginning of the financial year. This is where the Leadership Team can signpost for the year ahead and celebrate achievements from the year gone.
Paymentsense have a Beyond Ordinary Award, whereby employees nominate others based on demonstrating values and going above and beyond. Each month the winner is chosen and announced in our People Newsletter and receives an Amazon Voucher in recognition.
Before anyone starts, Paymentsense ensure they are sent all required information, managers reach out with extra information and they also pop a goody bag in the post for them with the organisations brand book.
Before anyone starts, Paymentsense ensure they are sent all required information, managers reach out with extra information and they also pop a goody bag in the post for them with the organisations brand book.
The senior management team meet once a week in the run up to and during peak season (April to September), and once every 2 weeks rest of the year, to discuss and review all areas of the business.
The senior management team meet once a week in the run up to and during peak season (April to September), and once every 2 weeks rest of the year, to discuss and review all areas of the business.
The senior management team meet once a week in the run up to and during peak season (April to September), and once every 2 weeks rest of the year, to discuss and review all areas of the business.
The Stars in Orbit scheme is an online portal accessible via intranet pages and mobile devices that enables people to send e-cards recognising outstanding work, positive actions, exceptional behaviours and going above and beyond in line with their values.
The Stars in Orbit scheme is an online portal accessible via intranet pages and mobile devices that enables people to send e-cards recognising outstanding work, positive actions, exceptional behaviours and going above and beyond in line with their values.
The Stars in Orbit scheme is an online portal accessible via intranet pages and mobile devices that enables people to send e-cards recognising outstanding work, positive actions, exceptional behaviours and going above and beyond in line with their values.
Employees can choose one course per quarter from the Personal Development scheme. These courses can range from Mental Health First Aid, learning a language, courses to Build your Resilience, be a More Productive You, Yoga, Mindfulness and Meditation.
Employees can choose one course per quarter from the Personal Development scheme. These courses can range from Mental Health First Aid, learning a language, courses to Build your Resilience, be a More Productive You, Yoga, Mindfulness and Meditation.
Opus have a monthly newsletter within which they have a section named 'Lets talk Opus'. This gives employees the opportunity to anonymously put forward any questions, challenge anything or discuss topics they deem important.
O'Neill & Brennan give new employees a welcome box which is delivered to their desk in time for their first day. The welcome box contains a branded notebook, coffee cup, water bottle, USB, pen, company handbook and welcome postcard.
On a day to day basis, the owners who are based at their head office make an effort to walk around the office and say hello to people, often stopping to have conversations to find out how things are at work and in their personal lives.
On a day to day basis, the owners who are based at their head office make an effort to walk around the office and say hello to people, often stopping to have conversations to find out how things are at work and in their personal lives.
Teams often use the opportunity of the volunteering day to improve teamwork interaction. They also run a number of secondments across the business to encourage employees to experience different areas of the business based on their skills.
Performance is formally reviewed within the performance management process, which involves regular 121 meetings and quarterly performance reviews.
Performance is formally reviewed within the performance management process, which involves regular 121 meetings and quarterly performance reviews.
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