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.
Littlefish's in-house personalised training scheme, the Littlefish Academy, is led by a dedicated Head of Talent and offers a range of career-specific learning tracks, motivating our employees to upskill.
Littlefish's in-house personalised training scheme, the Littlefish Academy, is led by a dedicated Head of Talent and offers a range of career-specific learning tracks, motivating our employees to upskill.
Regular team building and social activities help build relationships between employees and give them the opportunity to raise issues in a less formal environment, and monthly one to one meetings give all employees the opportunity to raise issues and concerns with their manager.
Lindum actively support community projects, many of which are introduced to them by their employees, and their families.
The Chairman makes weekly visits to construction sites to talk to site operatives about the progress and the challenges being faced.
The Chairman makes weekly visits to construction sites to talk to site operatives about the progress and the challenges being faced.
Lifetime have a comprehensive internal communications strategy over a wide selection of platforms to ensure that their largely remote team feel connected with the business and one another as much as possible.
Lifetime have a comprehensive internal communications strategy over a wide selection of platforms to ensure that their largely remote team feel connected with the business and one another as much as possible.
Lifetime have a comprehensive internal communications strategy over a wide selection of platforms to ensure that their largely remote team feel connected with the business and one another as much as possible.
Life Leisure hold bi-monthly meetings and workshops with external facilitators which help staff to develop their skills and learnings, helping them to develop both for their roles and most importantly for their own personal lives.
Life Leisure hold bi-monthly meetings and workshops with external facilitators which help staff to develop their skills and learnings, helping them to develop both for their roles and most importantly for their own personal lives.
Life Leisure work with local trusts to encourage those with learning difficulties, mental health issues or have come from deprived backgrounds to work for them, starting as a volunteer and then trying to find them paid work following this period.
Lakeland provide free bus services for colleagues at their HO sites, reducing the use of private vehicles and offer colleagues the opportunity to utilise the cycle to work scheme, encouraging green commuting and exercise.
Lakeland provide free bus services for colleagues at their HO sites, reducing the use of private vehicles and offer colleagues the opportunity to utilise the cycle to work scheme, encouraging green commuting and exercise.
Lakeland offer an employee assistance programme where employees can do wellbeing assessments and gain advice on physical health, mental heath as well as counselling if necessary and occupational health which is well used.
Kuoni conferences continue to provide managers with strategic updates, team building exercises and training sessions on a range of subjects.
Kuoni offer every employee with two days of volunteer leave a year, giving them the opportunity to give back to something close to their heart.
Each department has an employee rep who sits on the 'your voice' panel. This representative brings suggestions and feedback raised by the employees to the monthly your voice meeting. These ideas are then discussed with senior managers so changes can be made.
At Just IT, any employee can join 'The Network' - this is a company group dedicated to initiatives around charity, community, events and well being. The network pledges to raise money for the organisation's chosen charity.
Bimonthly meetings bring together colleagues across the organisation to examine and discuss the company's products. They then look at how to deliver them more effectively from a broad range of perspectives.
Bimonthly meetings bring together colleagues across the organisation to examine and discuss the company's products. They then look at how to deliver them more effectively from a broad range of perspectives.
The John West offices promote recycling both at work and at home. Their House committee lead on these initiatives and have sent out communications in the past and clearly label all bins to ensure appropriate recycling is done.
The cheque book reward system means that team members are given 10 cheques each. Each cheque equates to a £5 voucher to spend at various retailers. John West encourage Crew to give cheques to their colleagues when they have supported them as a way to say thanks as well as recognising them for good work.
The John West offices promote recycling both at work and at home. Their House committee lead on these initiatives and have sent out communications in the past and clearly label all bins to ensure appropriate recycling is done.
All individuals are required to attend 'Task Based Management' meetings with their Manager on a regular basis (no less than on a three weekly basis). This is seen as an integral process in the continued development and success of the individual as well as the organisation.
John Rowan and Partners provide fully funded counselling (up to a maximum of 8 sessions) with a clinical psychologist for employees that request it.
John Rowan and Partners have a flat management structure and encourage meaningful discussions and conversations about all aspects of life and work at all levels.
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