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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 AXA Research Fund is responsible for research into environmental risks. Since 2007, AXA have awarded £8 million to research into climate change and natural hazards in the UK to better understand and mitigate the effects of environmental catastrophes.
From wellbeing blog posts to their LGBTQ+ allies network, AXA run events and promote inclusion and diversity, which is a strong part of their culture and key to positive team interactions. Employees are also encouraged to raise issues and ideas at regularly held forums.
The AXA Research Fund is responsible for research into environmental risks. Since 2007, AXA have awarded £8 million to research into climate change and natural hazards in the UK to better understand and mitigate the effects of environmental catastrophes.
Staff are encouraged to take part in charitable activities for Anthony Nolan outside of their usual roles. This includes helping at stem cell donor recruitment events, acting as a courier transporting stem cells for transplants, and volunteering at fundraising events.
Staff are encouraged to take part in charitable activities for Anthony Nolan outside of their usual roles. This includes helping at stem cell donor recruitment events, acting as a courier transporting stem cells for transplants, and volunteering at fundraising events.
Staff are encouraged to take part in charitable activities for Anthony Nolan outside of their usual roles. This includes helping at stem cell donor recruitment events, acting as a courier transporting stem cells for transplants, and volunteering at fundraising events.
The company enjoyed a team-bonding day out when the lettings team visited Bristol Zoo to celebrate Andrew & Partner's sponsoring a dinosaur. Meanwhile, all employees in the South West had their entry paid into Bath racecourse to build relationships across the region.
On becoming a manager, all employees have an in-depth probationary training period ensuring all legal and regulatory knowledge is present. After that, business management and people skills are assessed through their performance management process.
Employees are trained through the use of in-house training videos, and bite-size learning through a self-service system of webinars. They also have a YouTube channel providing training videos for all staff to access additional support.
Amara raised £13,000 for a range of charities and good causes last year, organising sample sales, gift appeals, raffles, coffee mornings, watt bike challenges and a host of other charitable activities.
Amara raised £13,000 for a range of charities and good causes last year, organising sample sales, gift appeals, raffles, coffee mornings, watt bike challenges and a host of other charitable activities.
The Wellbeing 100 programme consists of a variety of activities and events for employees to participate in, such as the Virgin Pulse Global Challenge and workshops on mental health, mindfulness, nutrition and yoga.
ACS Office Solutions collect all used printer toners and have their pallets collected and stored by local charities for them to reuse or recycle. They are Trustees of the HOPS Charity and award and distribute funds to nominated charities.
ACS Office Solutions collect all used printer toners and have their pallets collected and stored by local charities for them to reuse or recycle. They are Trustees of the HOPS Charity and award and distribute funds to nominated charities.
ACS Office Solutions collect all used printer toners and have their pallets collected and stored by local charities for them to reuse or recycle. They are Trustees of the HOPS Charity and award and distribute funds to nominated charities.
Employees are encouraged to volunteer at Lucy Brown House, a sheltered accommodation centre for older people. Each Christmas, they take part in the Better Bankside scheme ‘Together at Christmas', where staff donate gifts that are then given out to local homeless, elderly and vulnerable people.
Employees are encouraged to volunteer at Lucy Brown House, a sheltered accommodation centre for older people. Each Christmas, they take part in the Better Bankside scheme ‘Together at Christmas', where staff donate gifts that are then given out to local homeless, elderly and vulnerable people.
Employees are encouraged to volunteer at Lucy Brown House, a sheltered accommodation centre for older people. Each Christmas, they take part in the Better Bankside scheme ‘Together at Christmas', where staff donate gifts that are then given out to local homeless, elderly and vulnerable people.
The business operate a staff discount scheme, pension scheme, life assurance, and a charities and communities fund. They also run motivational-speaking sessions. There's a quarterly employee review scheme focusing on contributions to the overall success of the business.
The firm provide and maintain dedicated rest areas. There are employee review and monitoring processes, with any concerns fully investigated. While working parents are on maternity or paternity leave, they're encouraged to visit the workplace with their baby to maintain contact with colleagues.
The business operate a staff discount scheme, pension scheme, life assurance, and a charities and communities fund. They also run motivational-speaking sessions. There's a quarterly employee review scheme focusing on contributions to the overall success of the business.
Each year Cambridge Online take two students on a work experience programme. Each member of the Leadership Team spends time and shares their views of what it is like to run a team within a company. The students then spend time with each member of those teams to bring to see how it works in reality. This gives them a great insight into what work is really all about and how different teams interact and the views and needs of companies and their managers or employees from a real employer's perspective. The Managing Director spends time giving an overview of the pressures of managing a business and bringing together how all the departments need to work together to effect this. Additionally, there is a session on making a difference as an employee and instructions as to how companies interview and guidance on how to approach the job market. They offered a week's work experience to someone known to the Company who has recently fallen on hard times. This has given him the opportunity of regaining some self-respect and feeling valued again, giving him the benefit of a good reference and hopefully giving him the inspiration to seek further employment. They also have a team who organise various charity events for staff to attend throughout the year. These events are funded by the Company and raise a significant amount of money for a chosen charity. Cambridge Online are proud of their continued support of the apprenticeship scheme and each year aim to continue this.
Each year Cambridge Online take two students on a work experience programme. Each member of the Leadership Team spends time and shares their views of what it is like to run a team within a company. The students then spend time with each member of those teams to bring to see how it works in reality. This gives them a great insight into what work is really all about and how different teams interact and the views and needs of companies and their managers or employees from a real employer's perspective. The Managing Director spends time giving an overview of the pressures of managing a business and bringing together how all the departments need to work together to effect this. Additionally, there is a session on making a difference as an employee and instructions as to how companies interview and guidance on how to approach the job market. They offered a week's work experience to someone known to the Company who has recently fallen on hard times. This has given him the opportunity of regaining some self-respect and feeling valued again, giving him the benefit of a good reference and hopefully giving him the inspiration to seek further employment. They also have a team who organise various charity events for staff to attend throughout the year. These events are funded by the Company and raise a significant amount of money for a chosen charity. Cambridge Online are proud of their continued support of the apprenticeship scheme and each year aim to continue this.
Each year the Leadership Team run a series of presentations to include all members of staff entitled "The Cost of COSL". The sessions are intended to give all members of staff a detailed understanding of how the company make their money, where it comes from, where they spend it and what happens to the profits. Cambridge Online see this as a unique way to engage with staff and let them know exactly what they are contributing towards. In running these sessions, they feel that they lead from the front in demonstrating honest and openness of communication, improving awareness and helping people to understand how their individual actions contribute to the overall success of the Company. They have implemented a Lean and 6 Sigma culture and have commenced a programme of workshops designed to raise awareness of how individuals can contribute to the Company's greater success by working in cross-functional teams. David, the CEO, strikes an excellent balance between compassion and focus. He has really energised and focussed the team but remains fully aware that everyone who works at the company is a person with personal responsibilities and needs. David has created a culture of empowerment reversing 33 years of autocratic management. This has been achieved through an open communication style and building a Leadership Team with complementary skill sets to each other. In order to define the strategic direction of the company, David introduced the "6 Pillars" of the business. They are based on the 6 core principles. There are projects and activities aligned to each pillar with timescales and ownership. This is published on the intranet for all staff to view.
A dedicated mentor is assigned to each of YWR's Managers who undergo the training programme. They provide ongoing coaching and mentoring based on the training programme provided within all divisions of the company. The management programme has catch-up sessions to ensure peers support one another during the learning process, as well as the senior staff providing general feedback. The company's best feature is their open house session on a monthly basis, whereby learners can speak to YWR's in-house L&D team regarding any aspects of their learning which they are having difficulty translating back to their daily activities. There are a number of ways in which the company measure the performance of Managers, including quarterly reviews with their Line Manager to identify issues and training requirements. They also hold regular engagement sessions with employees to establish any issues with their Line Management, which are then further addressed at review.
YWR supports the learning and development process within the company with talent planning, a detailed career structure and internal promotion process. They also have in house staff dedicated to providing training and bespoke mentoring. All employees have an individualised training programme, which is linked directly to the appraisal format and their career potential.
YWR supports the learning and development process within the company with talent planning, a detailed career structure and internal promotion process. They also have in house staff dedicated to providing training and bespoke mentoring. All employees have an individualised training programme, which is linked directly to the appraisal format and their career potential.
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