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.
Their Workplace Group provides a platform for peer interaction and for managers to share learning and experiences on an ongoing basis. Managers are also supported with Action Learning Groups and continuing support from their own line managers.
Every fortnight they broadcast ListenLive - Vodafone UK's live radio show - where the Chief Executive Officer Nick Jeffery engages directly with all employees through a live Q&A. It's become renowned as the channel for raising ideas and sharing feedback.
The Vodafone Keep Cup initiative was launched last year, with 13,000 cups gifted to UK employees, driving an immediate increase in reuse to 20%. Annualised, this equates to the prevention of 150,000 single use cups being disposed of.
Virgin report progress annually in their sustainability report to the Carbon Disclose Project. Sister company Virgin Atlantic are moving to more-sustainable fuel. A supplier policy sets out requirements on human and labour rights, impact on the environment and natural resources, and animal welfare.
Virgin report progress annually in their sustainability report to the Carbon Disclose Project. Sister company Virgin Atlantic are moving to more-sustainable fuel. A supplier policy sets out requirements on human and labour rights, impact on the environment and natural resources, and animal welfare.
The company's Purpose has resulted in a better service offering. For example, single parents won't be charged a second adult price when alone with children. Virgin live their values by holding epiphany meetings when consultants from retail stores meet other parts of the business at HQ.
Viking aim to be the world's leading cruise line. Their core values are quality and service; passion and innovation; collaboration and support; integrity and openness; and fun and inspiration. These values are integrated into the appraisal process.
Viking aim to be the world's leading cruise line. Their core values are quality and service; passion and innovation; collaboration and support; integrity and openness; and fun and inspiration. These values are integrated into the appraisal process.
Viking aim to be the world's leading cruise line. Their core values are quality and service; passion and innovation; collaboration and support; integrity and openness; and fun and inspiration. These values are integrated into the appraisal process.
Each team has regular meetings and every month a breakfast briefing is held by a member of the Leadership
Team. A yearly staff away day also gives the opportunity for company wide updates
They operate an honorarium scheme which allows colleagues to nominate people who they feel have gone above and beyond. The amount awarded is proposed by the employee and agreed by the Leadership Team.
They operate an honorarium scheme which allows colleagues to nominate people who they feel have gone above and beyond. The amount awarded is proposed by the employee and agreed by the Leadership Team.
A range of benefits allows everyone to maximise their own 'package' of reward. That could be discounts in retail outlets, or buying and selling holidays to help with their care commitments.
Their new people strategy identifies a range of different approaches to personal development.
Their new people strategy identifies a range of different approaches to personal development.
As part of their development programme, they have 360 degree feedback for all managers in the company, and they also have bi-annual reviews for all staff. During these reviews staff are encouraged to give constructive feedback to their managers face-to-face.
All employees have access to free Employee Assistance Programmes through Perkbox, Medicash and Metlife, which also enables access and discounts to health and wellbeing initiatives. They also have a games table, and staff participate in playing sport with each other during lunchtimes.
All employees have access to free Employee Assistance Programmes through Perkbox, Medicash and Metlife, which also enables access and discounts to health and wellbeing initiatives. They also have a games table, and staff participate in playing sport with each other during lunchtimes.
In 2018 they launched the UKFast House Cup, a competition comprising of a range of competitions and activities to suit all interests. Winners are awarded points for their house, which are then totalled up and the overall winners are announced at the Christmas party.
In 2018 they launched the UKFast House Cup, a competition comprising of a range of competitions and activities to suit all interests. Winners are awarded points for their house, which are then totalled up and the overall winners are announced at the Christmas party.
Every Monday the whole team meets in their custom-built, 500-seat auditorium, where their Enterprise Managing Director runs through the week before and the week ahead, sharing updates on events, client feedback, business updates, new babies, weddings/engagements, personal successes and shout-outs for superstars.
In addition to training programmes, they also offer a mentoring approach for their managers and staff. In 2018, they encouraged trainees to buddy up with a more senior employee, who acts as their "mentor", helping with all aspects of the job.
In addition to training programmes, they also offer a mentoring approach for their managers and staff. In 2018, they encouraged trainees to buddy up with a more senior employee, who acts as their "mentor", helping with all aspects of the job.
They have monthly and annual employee awards, rewarding these individuals with perks such as afternoon tea at the Shard or Red Letter days. Four separate groups of employees also enjoyed an European holiday destination of their choice as reward for their hard work.
Morning meetings, called ‘Boards', give everyone a clear view on the day ahead. Being fully integrated on Microsoft Teams allows for quick communication between teams. There are also frequent company-wide events, such as a table football tournament or Marlowopoly, a team event based in Marlow with a Monopoly theme.
Quarterly appraisals formalise regular one-to-one catch-ups throughout the agency and are very much employee-led: some prefer a formal written appraisal, while others prefer an informal approach. Adapting to these preferences makes for a much more productive appraisal.
Morning meetings, called ‘Boards', give everyone a clear view on the day ahead. Being fully integrated on Microsoft Teams allows for quick communication between teams. There are also frequent company-wide events, such as a table football tournament or Marlowopoly, a team event based in Marlow with a Monopoly theme.
Employees are provided with a wellbeing calendar where each month focuses on a topic from mental health to financial wellbeing. All of this is supported by the iWill portal which is a wellbeing resource center which enables employees to access many topics. Each topic is supported by a video, podcast and a series of fact sheets - so there's something for everyone.
Each employee has a paid day off per year in order to do charitable work for a company-nominated charity or a charity of their choice. Examples include sorting charitable donations of clothes, repairing donated bikes, donating Christmas gifts and clearing parkland.
Each employee has a paid day off per year in order to do charitable work for a company-nominated charity or a charity of their choice. Examples include sorting charitable donations of clothes, repairing donated bikes, donating Christmas gifts and clearing parkland.
