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.
Staffing 360 Solutions invest heavily in training for their management team, with mentorship schemes for less experienced managers and a dedicated performance coach working across levels of the business to help employees to manage their workloads and deliver the very best results.
Success stories, new hires and rising stars are all featured on the company's blog, while a shared HR platform allows all staff to openly express kudos to individual co-workers. Material perks and benefits range from lunch clubs to trips aboard, as well as attractive salaries and bonus schemes.
Success stories, new hires and rising stars are all featured on the company's blog, while a shared HR platform allows all staff to openly express kudos to individual co-workers. Material perks and benefits range from lunch clubs to trips aboard, as well as attractive salaries and bonus schemes.
All of the company's offices encourage recycling and uses motion-sensing lights to help minimise energy usage. They also strive to partner with suppliers who can demonstrate strong green credentials, and hold regular fundraising activities in each office to support charitable organisations.
All of the company's offices encourage recycling and uses motion-sensing lights to help minimise energy usage. They also strive to partner with suppliers who can demonstrate strong green credentials, and hold regular fundraising activities in each office to support charitable organisations.
Stackhouse Poland are management-owned, meaning the leadership team are very personally invested in the team's success. Managers make themselves highly accessible, operating an open-door policy and using a variety of communication methods to keep employees informed of everything they need to know.
Sponge operate a learning-focused culture in which staff are encouraged to share their successes, tips and ideas. Their monthly Inspire Workshops are a key part of this, as well as their quarterly updates and Weekly Stand Ups. The firm also has a packed social calendar, capped off by a summer barbecue.
Sponge's leadership team strive to maintain a family ethos, with Managing Director Louise Pasterfield advocating an open-door policy and encouraging spontaneous, informal conversation between staff of all levels. This helps to engage staff and ensures that everyone feels like they can speak and be heard.
Managers are offered a two-year leadership training programme developed under the guidance of business strategist and author, Michael Walsh, who hosts monthly workshops. The firm also works with Performance Consultant Nigel Harrison to deliver training, and offers mentorship schemes and regular feedback.
The company promotes a Cycle to Work scheme and encourages employees to recycle, helping to reduce their carbon footprint. They also support the charity group WE with various initiatives, including a ‘Walk for Water' scheme to benefit children in deprived areas.
The company promotes a Cycle to Work scheme and encourages employees to recycle, helping to reduce their carbon footprint. They also support the charity group WE with various initiatives, including a ‘Walk for Water' scheme to benefit children in deprived areas.
Sigma Systems train all new starters in their company culture and values within their first two weeks of employment. A recognition programme built around the company values celebrates outstanding employees by highlighting their work throughout the global organisation.
The organisation recently conducted a benchmark exercise with other similar providers to understand how they can improve in terms of benefits for staff. In order to achieve this, they will be asking staff across the organisation what they value as an employee perk.
A suite of management training schemes include topics such as management skills, performance management, and dealing with bullying and harassment. Managers can gain QCF levels 4 or 5. There's also coaching, mentoring, and peer job shadowing opportunities.
A suite of management training schemes include topics such as management skills, performance management, and dealing with bullying and harassment. Managers can gain QCF levels 4 or 5. There's also coaching, mentoring, and peer job shadowing opportunities.
A group lunch is provided every Tuesday for staff to mingle outside their normal teams, while weekend trips away are organised annually. Additionally, new starters are trained by people other than those they directly work with, helping them get to know other people around the business.
SearchStar are introducing a two-hour training slot every Friday morning for every member to expand their knowledge. Staff can choose their own learning methods, and will be given the opportunity to submit requests if they need additional financial support.
A group lunch is provided every Tuesday for staff to mingle outside their normal teams, while weekend trips away are organised annually. Additionally, new starters are trained by people other than those they directly work with, helping them get to know other people around the business.
As an Investors in People Platinum company, Search offers a broad range of training and coaching schemes to help staff grow their skills and confidence. The company also runs a volunteering scheme called One Day to allow workers to broaden their horizons and give back to the community.
As an Investors in People Platinum company, Search offers a broad range of training and coaching schemes to help staff grow their skills and confidence. The company also runs a volunteering scheme called One Day to allow workers to broaden their horizons and give back to the community.
Search are led by a team of highly driven individuals, all of whom are specialists in their own vertical markets. They maintain a company culture that values honesty, transparency, supportiveness and respect, all of which are vital in helping Search deliver innovative marketing solutions and strategies.
SACO's management development programme Eat, Sleep, Lead, Repeat gives managers an opportunity to build bespoke training plans and take part in workshops to learn more about people management and leadership. The firm also has a team leader apprentice programme, which gives apprentices an opportunity to learn about management.
The firm organises a Senior Management Team Roadshow, consisting of workshops where business plans are outlined and questions can be asked. Moreover, the open-plan nature of the SACO office and approachable qualities of the business leaders is designed to encourage open communication.
The company offers staff the chance to get involved in varied projects, with a Grow at SACO document summarising the career paths available to colleagues with tips for success. They have also introduced Training Champions across the teams, who input on how the training is provided and offer hands-on support to their co-workers.
All Sackers employees are eligible for an annual profit-share bonus scheme that rewards staff for the firm's success, without any qualifying criteria. An Instant Award programme is also in place, offering gift vouchers to employees who go above and beyond what is expected of them.
All Sackers employees are eligible for an annual profit-share bonus scheme that rewards staff for the firm's success, without any qualifying criteria. An Instant Award programme is also in place, offering gift vouchers to employees who go above and beyond what is expected of them.
All Sackers employees are eligible for an annual profit-share bonus scheme that rewards staff for the firm's success, without any qualifying criteria. An Instant Award programme is also in place, offering gift vouchers to employees who go above and beyond what is expected of them.
Numerous clubs and activities are organised by staff and funded by the firm, including a book club and film club, as well as various sports groups. The firm also recently installed a small gymnasium that is free for staff to use, and provides guidance and support for people with physical and mental health needs.
The firm encourages staff to pursue business development opportunities in areas of personal interest to them, with one senior associate who is experienced in dealing with children with special educational needs receiving assistance in developing a new practice area in education law.
The firm encourages staff to pursue business development opportunities in areas of personal interest to them, with one senior associate who is experienced in dealing with children with special educational needs receiving assistance in developing a new practice area in education law.
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