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What are companies doing with regards to 'My Company'

Learn about the Factors Effect Model

What affect will focus on the 'My Company' factor have?

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.

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Technology

MyBuilder.com

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MyBuilder's cycle-to-work scheme includes showers, a bike maintenance station and ample space for cycles. Subsidised lunch is provided for those in the office. The kitchen features a well-stocked drinks fridge and a barista-grade coffee machine. The London office has a gym and there are ping-pong tables, plus foosball and dartboards for moments of downtime.
Through the company's training and development programme, staff benefit from a yearly allowance of up to £1,000 to boost their professional development. They are also given up to five days off to attend training, conferences and online courses.
MyBuilder became a hybrid workplace last year. Most staff chose to work remotely or spend two days in the office, with a smaller number working full time on site. One of the things that makes MyBuilder a great place to work is the relationships people have formed. To maintain that, monthly team gatherings are encouraged.
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Business Services

Blackhawk Network

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Blackhawk offers an onsite gym and free fitness classes. Financial wellbeing talks are also available. The company's 'Green Hero' programme encourages staff to keep active, as well as help to save the planet, by rewarding those who travel to work via a green method, including walking, cycling and public transport.
Staff voted for the charities the company should support and Rape Crisis UK and Cancer Research UK won out. Blackhawk also offers customers the chance to help the Teenage Cancer Trust and Alzheimer's Society through making donations.
A "time for me" initiative allows people to take two hours a week to do whatever they want. The company has introduced an etiquette that governs meetings so that the number of non-effective ones has been cut. No Zoom Fridays have also reduced the amount of video calls, which were causing fatigue among staff.
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Property

TopHat

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TopHat aims to offer equal opportunities and wants to encourage more women into the business. It has begun internal apprenticeship schemes in lean manufacturing and has employed young people through the government's Kickstart Scheme. It provides opportunities for people with disabilities and has, in the past, worked with ex-offenders.
The senior team has articulated a clear strategic plan that focuses on business growth. Key objectives are shared with all members of the organisation so that everyone understands how vital their roles are in delivering the organisational goals.
The company says it offers excellent training and development opportunities, career progression and the use of new robotics technology. Managers undertake first line manager training and there are executive development programmes for senior management and early talent.
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Retail

Modern Milkman

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Teams communicate regularly via the messaging system Slack which enables them to chat and interact with colleagues in real time, as well as share updates and information as it happens within the organisation. Meetings take place virtually, cutting down on the time spent travelling to different locations.
Annual and quarterly goals have been set across the company and within departments. A monthly all-hands Zoom call updates staff on company performance. It includes an opportunity to ask the senior leadership team questions. Digital platforms have been consolidated across the business to simplify processes.
The company's philosophy is to review salaries continually and reward staff, based on their efforts and commitment to the business. It means that while there is an annual pay review to assess everyone across the business, salaries are reviewed against performance and staff are rewarded more frequently.
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Education & Training

Kids Inc Nurseries

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Regular training courses are offered internally and externally to support managers and their team to develop. Kids Inc Nurseries introduced an employee assistance programme and regular team lunches to encourage positive mental wellbeing.
"We highly value the attitude, skills, enthusiasm and commitment of our teams and endeavor to show our appreciation and engage our employees in many ways," says Sav Kaisi, a company director. These team-building events, long-service awards, newsletters and extensive professional training and development opportunities.
The group sponsors camps in India where children have corrective eye surgery. It also supplies local hospitals — King George and Queen's, in Essex — with care packs and toys for staff and patients. It gives toys and resources to local children's wards and makes regular donations to local food banks.
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Housing Associations

Hexagon Housing Association

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Instant recognition awards are the means by which colleagues can thank staff members who have gone above and beyond to help them or a customer. Nominees are sent a "thank you" message and gift voucher and the awards are publicised on the intranet, where colleagues can comment and add their congratulations.
During Black History Month, staff are encouraged to share their family stories on the intranet. Workshops raise awareness of issues faced by LGBTQ+ customers and staff. The office has recently been refurbished and a new multi-faith room, offering a quiet space for prayer and reflection has been added.
The leadership team has increased the use of the intranet to ensure staff members remain up to date, including opportunities to provide feedback on corporate objectives. Staff conferences include discussion sessions on the organisation's values, led by the directors.
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Law

Hall Brown Family Law

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Staff take part in the cycle-to-work day and the firm funded every person entering the End to End challenge, for which they had to walk or run the distance between Land's End and John O'Groats in a year.
At the annual Christmas party, every member of staff receives an award to celebrate something they have done that year. Other yearly events are an away weekend for staff and their partners and a summer party based around a fun activity, such as an all-firm darts tournament.
All big company decisions require the approval of every member of the firm. For example, no new member of staff is taken on without everyone approving it. This allows less commercially experienced staff to be part of the commercial decision-making process.
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Recruitment

Orion Electrotech

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Office layouts have been reorganised so that senior staff work in an open-plan setting. The move ensures that they continually interact with other employees and creates the sense that everyone is involved in the day-to-day working of the company.
"The beating heart of our business is our people. They are Orion and represent everything that Orion stands for. Therefore, employee engagement is central to our business decisions as we strive to build an environment that our employees both admire and flourish within," says director Ross Benham.
Staff with two or more years' service can take up either free health insurance or gym membership. Employees who are off sick continue to receive full pay, removing the stress caused by a drop in income.
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Business Services

Q5 Partners LLP

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To minimise the toll the pandemic was taking on staff, they were given an extra three days' leave at Christmas. Q5 has also increasingly allowed staff to take unpaid leave and sabbaticals, plus the chance to buy an extra week off.
A critical illness policy pays 80% of a Q5-er's base salary if they are not be able to work. The policy comes with other benefits such as sessions with a therapist or physiotherapist. The company also offers a top-of-the-range private medical insurance scheme.
During lockdown Hannah’s bootcamp took place via Zoom as a way of connecting people around a physical activity. The consultancy also staged an “Olympics” between the consultant and senior consultant communities and many team members took part.
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Consultancy

TBAT Innovation

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Wellbeing days can be taken by all staff at short notice, without an explanation. It allows them to unwind, destress, recharge and prioritise their mental health — without the requirement to book holiday or take a sick day.
An online "honesty box" gives staff the chance, remotely and anonymously, to raise concerns or make suggestions for the business to follow up on. Responses and actions are shared across the company.
The company's cycle-to-work scheme is used by 20% of employees and a bike shelter has been installed to support this initiative.
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