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What are companies doing with regards to 'My Team'

Learn about the Factors Effect Model

What effect will focus on the 'My Team' factor have?

My Team - Employees' feelings towards their immediate colleagues and how well they work together

My team benefits from a high scoring My Manager factor as the manager is key to creating and sustaining a productive and positive work environment.

An employee’s perceived team will be those they work with on a daily basis.

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Not For Profit Body's

Society for Endocrinology

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Staff have regular performance development reviews and regular informal meetings with their managers. The Society has implemented a Knowledge Hub on its Intranet for staff to upload and share their own content. It also runs a People Lead programme for all employees who manage and lead people with a key focus on soft skills.
The Society promotes team spirit through monthly Hang-outs, attended both in person and online. This initiative helps in fostering a sense of belonging among employees, encouraging them to have fun and engage with their colleagues.
The Society for Endocrinology fosters a sense of pride in its team, demonstrated by the commitment to open communication and celebrating group successes. This includes cake sales, summer and winter company socials that serve to strengthen the bond among employees.
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Charity's

Rainbow Trust Children's Charity

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The charity has an active wellbeing group called the Feel Good group, which runs wellbeing initiatives, activities, challenges and communications throughout the year on various topics. Employees are encouraged to get involved in initiatives aimed at improving their mental, physical and financial wellbeing, as well as promoting team dynamics, understanding and cohesion.
Employees are encouraged to nominate a Star of the Month, which celebrates an individual or team who has demonstrated the charity’s values, or gone above and beyond their role to support a colleague. The winner is celebrated in the monthly briefing and an Employee of the Year is celebrated at the annual staff conference.
Rainbow Trust has a clear process for supporting employee development. Discussions about competency, training and development needs and career aspirations are held formally during its annual performance review process. It has a talent management programme, which is driven through the annual performance reviews, 360 feedback and self-assessment. The programme is tailored to the individuals.
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Financial Services

Mansfield Building Society

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Mansfield Building Society offers a comprehensive Management Development Programme for all current, new, and aspiring managers. Covering a range of key management skills, this 18-month programme ensures employees are challenged and their skills utilised effectively.
The Society encourages team spirit through events like the monthly Tea for the Soul sessions and the Summer BBQ. These events, along with initiatives like the old-fashioned school sports day, foster a sense of belonging and fun within teams.
Mansfield Building Society prioritises employee wellbeing, with initiatives such as the Wellbeing Champions and Menopause Policy. The Society has also provided employees with fans and sanitary products, reflecting its commitment to employee welfare.
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Telecom

Intercity

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Intercity has a wellbeing strategy based around NHS guidance, which states there are 5 steps to improve mental health and wellbeing: connecting with other people, being physically active, learning new skills, giving to others, and paying attention to the present moment.
Intercity has a calendar of social events, including an annual pub quiz event, and the Intercity Festival which has live music, games, a BBQ, and drinks which brings colleagues together and strengthens relationships. Teams also have a budget for socials which have previously included clay pigeon shooting, bowling, indoor curling, mini-golf, and baseball.
Intercity offers an employee bonus paid as a percentage of colleagues’ salary and is linked to the organisation’s annual performance. It includes non-financial metrics, such as Net Promoter Score, to encourage and reward positive performance that drives attraction and retention of customers, which is integral for the business to succeed.
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Law

Howes Percival LLP

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Howes Percival's LEAPS programme offers comprehensive development opportunities for all roles, encouraging employees to enhance their skills and achieve their career goals. The programme includes a variety of training options and encourages self-assessment.
Managers at Howes Percival receive dedicated support, including mentoring and access to a People Team contact for advice. The Performance Development Review process also helps managers identify development opportunities and gather feedback.
The firm encourages team spirit through initiatives such as Coffee and Connect, where staff are paired with colleagues from different teams to foster understanding and cooperation. Social activities and charity events further promote a sense of belonging and camaraderie.
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Leisure & Hospitality

Go Ape

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Through the CPD programme, Go Ape empowers managers with essential skills and knowledge. By hosting sessions on finance, people management, and marketing, the programme enhances individual capabilities, ensuring co-owners feel challenged and supported in their roles.
The annual overnight break and Naturally Powered Days foster team spirit and camaraderie. By engaging in activities like kayaking and camping, co-owners strengthen their bonds, enhancing feelings of belonging and unity across teams.
Go Ape's Wellbeing Team are equipped with the tools and knowledge to facilitate a confidential wellbeing conversation, to listen and to provide signposting to the professional resources available, specifically as a Go Ape co-owner. They are able to listen, assess, give information, and encourage co-owners to seek the right support for the situation.
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Franklin Fitch

Franklin Fitch brings its people together through a number of initiatives. Employees can join in with a Run Club and with the company’s 5 a side football teams. Other activities include the organisation’s ‘City Social’ where teams explore different locations and restaurants in their city, and individual team nights out.
Every month the whole company works towards breaking company records as part of ‘Raise the bar Fridays’. The reward for breaking a company record plays into bonus structures for the end of the year and, more immediately, gives all employees a 3pm finish on the first Friday of the following month.
The Franklin Fitch Academy has dedicated academy managers for each of the organisation’s main languages (English/German) who support employees from the beginning of their journey through to more senior training opportunities with internal and external providers, coaches and mentors.
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Charity's

Farleigh Hospice

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They have a Moving on Together Group, a group of staff from across the organisation who champion team interaction and communications. They group new leads on the annual staff event and have developed a communications framework based on staff feedback.

They work closely with Mencap by providing garden space for their service users to build and establish a vegetable garden. The produce they grow is used in the hospice kitchen and food waste from the kitchen and cafe is composted for use in the garden.

To improve employee engagement they introduced a monthly 'ideas hub' to generate discussion and feedback on what is going well and what is not going so well within the organisation. During these hubs, staff were encouraged to identify and introduce the topics for discussion.

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Technology

ESET UK

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ESET UK has mental health first aiders to help any and all employees. These mental health first aiders are signposted across the business so all employees are aware how to contact. The organisation also provides a wellbeing benefit of £35 a month that employees can spend on anything that is beneficial to their wellbeing.
At the Christmas Parties and Summer Away Days, the organisation incorporates entertainment with team-building, celebrating success and brainstorming ideas for future progress. It also provides every team with a budget to engage in regular team building activities. These activities vary from physical challenges such as climbing Snowdon, to cooking classes, meals out and ice-skating.
As well as providing free hot and cold drinks in the office with fruit and biscuits, and lunches when meetings take place over lunch, ESET UK gifts each employee with seasonal goodies such as chocolate at Easter, a love letter on Valentines day, and a Christmas hamper at Christmas.
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Consultancy

Energy Aspects

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The global Townhalls and the practice of having different business areas present at each meeting not only fosters transparency but also encourages team spirit and a sense of belonging, by helping employees understand everyone's contribution to the company's success.
The company is committed to the personal growth of its employees, offering a range of training opportunities, from internal market sessions to writing skills workshops. It also provides a dedicated budget for individual development needs, encouraging a tailored approach to personal development.
The leadership at Energy Aspects prioritises clear communication of the company's values and strategic objectives. Senior leaders encourage all employees to uphold these values, fostering a culture of professional conduct and shared responsibility.
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