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 Theatre offer all new joiners a work Buddy to help them navigate the way they do things and give them general support as they adjust to working at Mayflower Theatre. The new joiner and their buddy are allocated time in work to meet for a coffee and in addition they are allocated two tickets to a show.
The Leadership Team are expected to be role models and the approach is more 'do as I do' as opposed to 'do as I say, not as I do'.
The Theatre offer all new joiners a work Buddy to help them navigate the way they do things and give them general support as they adjust to working at Mayflower Theatre. The new joiner and their buddy are allocated time in work to meet for a coffee and in addition they are allocated two tickets to a show.
McGoff Construction offer support in non-work related training to develop their personal skills such as stress and resilience courses.
McGoff Construction offer support in non-work related training to develop their personal skills such as stress and resilience courses.
McGoff Construction offer support in non-work related training to develop their personal skills such as stress and resilience courses.
Every employee receives monthly 1-to-1 reviews with their line manager and formal 6-monthly appraisals, where training and development opportunities are discussed. They actively encourage promotion from within and give all employees visibility of development opportunities within the company.
Mediaworks have worked with marketing students at local universities, collaborating on projects as part of their studies and offering internships to allow them to learn more about real-life applications of digital marketing.
Mediaworks have held numerous monthly staff events such as staff appreciation breakfasts, rock climbing, wine tasting, go karting, office spa sessions, golf days, bake sales, just to name a few.
Michelmores run a range of 'Inspireme' talks with people from outside of the profession to learn new ideas and get a different perspective on the challenges they face.
Everyone is given a day a year to volunteer for a local charity. Recent projects have included decorating a community centre, painting a school, beach cleans and serving Christmas Lunch on Christmas Day for Estuary League of Friends.
Michelmores run a range of 'Inspireme' talks with people from outside of the profession to learn new ideas and get a different perspective on the challenges they face.
A comprehensive technical and core skills programme is in place through their Academy. The Academy enables them to capture and share knowledge, fostering a culture of learning and creating an intellectually stimulating environment in which they all thrive.
Each new joiner will have their own bespoke induction programme which is designed to ensure they have everything required for their new roles. Induction is structured to give a high level overview of the firm, its future goals and objectives while instilling the core values and history of the firm and why this culture is important.
A comprehensive technical and core skills programme is in place through their Academy. The Academy enables them to capture and share knowledge, fostering a culture of learning and creating an intellectually stimulating environment in which they all thrive.
Colt Car Company have a charity action group. This group enables all employees to choose a local charity for the company to support for a 12 month period. All monies raised is matched by the company.
Colt have created DRIVE (their values name) awards, and regularly share with all their people the great work / behaviours employees are being recognised for. They are working to get the values even more visible around the business and they are also creating a values tool to support recruitment and development.
All managers are trained in understanding where their team is at, and how to lead teams through all stages of development. They support team builds across the company and also have cross company teams, who work on particular areas such as wellbeing, charity and social activities.
As well as other events and away days, there is a Celebrating Success budget which allows teams to arrange their own events locally, such as boat trips and escape rooms.
The organisation pay for two annual professional subscriptions for all employees which allows them to access journals, materials, training courses and CPD events for free.
MLM recognise employees who go the extra mile to demonstrate MLM's Values and are outstanding role models through their Reward Scheme. One award is given alongside a celebration lunch and employees are gifted a voucher worth £1000 and a trophy.
Mount Anvil are transparent in communications to their teams, giving the relevant context to business decisions. Their leaders share notes of their meetings on the company's intranet to provide transparency of business decisions.
Rather than structured Learning and Development pathways, Mount Anvil focus on truly allowing people to lead the way in terms of their own development. Teams proactively organise activities to support knowledge share, and cross-functional training is regularly organised.
Rather than structured Learning and Development pathways, Mount Anvil focus on truly allowing people to lead the way in terms of their own development. Teams proactively organise activities to support knowledge share, and cross-functional training is regularly organised.
On a daily basis the leader walks the office floor, engaging with all staff to take a genuine interest in their work and wellbeing. They have an open door policy and employees are free to meet with them to discuss any issues or suggestions.
MSL have ISO 14001 accreditation and are committed to minimising the impact of their business activities on the environment. This includes the responsible disposal and recycling of waste from customer's sites arising from maintenance works carried out.
On a daily basis the leader walks the office floor, engaging with all staff to take a genuine interest in their work and wellbeing. They have an open door policy and employees are free to meet with them to discuss any issues or suggestions.
The Management Development Academy is run in cohorts which are chosen so that participants have similar levels of seniority and share challenges but come from different teams across the business. This is done so that the participants develop a network across the business that operates after the course is completed.
The Management Development Academy is run in cohorts which are chosen so that participants have similar levels of seniority and share challenges but come from different teams across the business. This is done so that the participants develop a network across the business that operates after the course is completed.
Everything MVF do is underpinned by their 6 core values. These values are not owned by the People Team but by the Senior Leadership who live and breath these values everyday.
