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.
Hurst provide employees with e-learning tools, external coaching and mentoring, job shadowing and paid time off for study.
To bring everyone together, Hurst organise an annual Summer BBQ and an annual Christmas party.
Hurst pay performance related bonuses on a quarterly basis, which has proved more effective than an annual one.
Leaders are accessible and interact with colleagues on a day to day basis. The Iceland Directors all take part in monthly 'Our Business' meetings held in each Head Office department.
Leaders are accessible and interact with colleagues on a day to day basis. The Iceland Directors all take part in monthly 'Our Business' meetings held in each Head Office department.
In January 2018, Iceland became the first supermarket in the world to pledge to remove plastic from all own label packaging by the end of 2023.
ID Medical have invested continually in their Learning & Organisational Development programmes to ensure employees can build a career to triumph their personal goals and by having a designated learning and development team, they can teach employees both practical and technical skills.
The Executive Board meet monthly for structured meetings around the strategy of the business. They demonstrate their commitment to the business values by working on the sales floor to truly stay close to the day to day of the business.
ID Medical encourage team interaction and ask employees to give feedback to the directors and management. Every director and senior manager works in and with their teams to actively embed new ideas and offers employees the chance to deliver their strategy.
iHASCO have trained Mental Health First Aiders available to all staff. They are available to talk to during working hours and offer somebody to listen to.
iHASCO's 12 week induction for new starters includes the completion of an organisation map to ensure they get to meet everyone else. It also includes spending time working alongside those in other teams.
iHASCO's 12 week induction for new starters includes the completion of an organisation map to ensure they get to meet everyone else. It also includes spending time working alongside those in other teams.
Directors are encouraged to make decisions that are not only fair and in line with the needs of their people, but also by assessing which clients they choose to work with.
Directors are encouraged to make decisions that are not only fair and in line with the needs of their people, but also by assessing which clients they choose to work with.
Directors are encouraged to make decisions that are not only fair and in line with the needs of their people, but also by assessing which clients they choose to work with.
Invest Northern Ireland's Recognition Scheme has been in place for 6 years and is driven by a range of staff from across the organisation who make up the Employee Recognition Steering Committee. The Committee review all applications for recognition to identify members of staff who have been an exemplar of the corporate values with either customers or their colleagues.
Through the provision of a 'Cycle to Work Scheme', a walking club, and staff volunteering, Invest Northern Ireland support colleagues in adopting both better physical and mental health.
There are a number of clear processes available to help managers make informed decisions about particular areas. These processes and guidance documents are all available on the intranet and in the staff handbook.
The induction process is robust and thorough. The aim is to give their newest consultants a full overview of what the role actually encompasses.
IT Work's commission scheme for all Recruitment Managers and Consultants is very effective in helping employees to focus on their performance. Regardless of background or education, it is possible for anyone with the right attitude and work ethic to do very well at IT Works.
The induction process is robust and thorough. The aim is to give their newest consultants a full overview of what the role actually encompasses.
The firm work in an open plan office and the leaders, partners, senior management and staff all share the same space and services. The Chairman is as accessible as the Junior Operations team.
The firm work in an open plan office and the leaders, partners, senior management and staff all share the same space and services. The Chairman is as accessible as the Junior Operations team.
The firm work in an open plan office and the leaders, partners, senior management and staff all share the same space and services. The Chairman is as accessible as the Junior Operations team.
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.
