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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.
A range of benefits include a wellbeing programme connected to the medical insurance offering incentives and rewards for healthy behaviours such as medical screening and physical activity. There's also an Employee Assistance Programme and flexible working.
A range of benefits include a wellbeing programme connected to the medical insurance offering incentives and rewards for healthy behaviours such as medical screening and physical activity. There's also an Employee Assistance Programme and flexible working.
The management organises regular social days. Recently, all staff were invited to a summer event that included an innovative group problem-solving activity.
Two company-wide conferences have included food and entertainment. The year-end conference was held at a cinema last year and the firm held a company-wide bowling competition. Eight random teams brought some colleagues together for the first time.
Two company-wide conferences have included food and entertainment. The year-end conference was held at a cinema last year and the firm held a company-wide bowling competition. Eight random teams brought some colleagues together for the first time.
Individuals are encouraged to reach out to their colleagues for support, with the leadership team continually offering support and guidance through their daily and designated interactions with individuals. The HR Manager has regular one-to-one sessions with colleagues.
An employee assistance programme offers staff telephone and face-to-face support on anything that could be causing stress inside or outside of work. All employees are encouraged to speak with HR in confidence on any matter, whether work related or not.
An employee assistance programme offers staff telephone and face-to-face support on anything that could be causing stress inside or outside of work. All employees are encouraged to speak with HR in confidence on any matter, whether work related or not.
The Orega Academy is a company-wide initiative operating as a series of interactive group development days. Sessions are created with an overall strategy in mind of aligning employees' skills and behaviours with the Orega vision and values.
Ordnance Survey's recognition scheme also has a team reward element, in which corporate support is given to their sports and social groups that vary from running and volleyball to yoga and craft.
Ordnance Survey's recognition scheme also has a team reward element, in which corporate support is given to their sports and social groups that vary from running and volleyball to yoga and craft.
Ordnance Survey's recognition scheme also has a team reward element, in which corporate support is given to their sports and social groups that vary from running and volleyball to yoga and craft.
Implementing a promotion pathway document enabled the firm to increase benefits as people progressed through the business, offering additional healthcare, work-from-home opportunities, and extra holiday. This gave employees a clear route to the top.
Implementing a promotion pathway document enabled the firm to increase benefits as people progressed through the business, offering additional healthcare, work-from-home opportunities, and extra holiday. This gave employees a clear route to the top.
James sits on the sales floor alongside everyone else, to demonstrate an approachable leadership style. He regularly visits other offices to ensure people are happy and settled, taking time out to check on individuals, and genuinely caring about staff wellbeing.
Naim Audio support the local business community, partnering with a local college to encourage school leavers to consider engineering. They also partnered with local charity, Life Rocks, to convert a nuclear bunker into a space for young people to enjoy music.
Naim Audio support the local business community, partnering with a local college to encourage school leavers to consider engineering. They also partnered with local charity, Life Rocks, to convert a nuclear bunker into a space for young people to enjoy music.
The summer team building event was an 'It's a Knockout' challenge, which eight teams competed in. At the 100 Best Celebration Day, they split the company into three teams and competed across physical, mental and creative challenges.
‘Advance Right' is a career carving tool. Employees have an honest conversation around what their role looks like today and then talk about tomorrow. - their future role might not even exist yet. The final part of the conversation locks down a reasonable timeline.
Momentum Worldwide's global network of 2,000 employees are unified by The Momentum Way and the following core values: be one, have fun, do great work, be fearless, grow, and give back. Staff can be spot-rewarded for living the values.
‘Advance Right' is a career carving tool. Employees have an honest conversation around what their role looks like today and then talk about tomorrow. - their future role might not even exist yet. The final part of the conversation locks down a reasonable timeline.
MHS Homes raised over £15,000 for its nominated charity of the year The MS Society through running a series of events including a charity dog walk, golf day, quiz night, dragon boat race and a cake bake sale.
MHS Homes raised over £15,000 for its nominated charity of the year The MS Society through running a series of events including a charity dog walk, golf day, quiz night, dragon boat race and a cake bake sale.
Employees are rewarded with an annual performance bonus, while an ‘instant recognition' staff reward scheme sees employees nominate their colleague who has excelled at demonstrating the values of the organisation. Winners are awarded shopping vouchers and a card.
Staff are supported with coaching and mentoring both before and after they've attended management development programmes. Feedback is positive, with most staff agreeing to be part of an internal ‘coaching bank'.
Staff are supported with coaching and mentoring both before and after they've attended management development programmes. Feedback is positive, with most staff agreeing to be part of an internal ‘coaching bank'.
Staff are supported with coaching and mentoring both before and after they've attended management development programmes. Feedback is positive, with most staff agreeing to be part of an internal ‘coaching bank'.
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