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.
Staff, interns, apprentices and volunteers have access to over 90 courses for learning and development purposes. There is significant emphasis on learning and development, and flexibility is afforded given to staff to allow them to work flexibly so they can attend courses, programmes and so on.
Staff, interns, apprentices and volunteers have access to over 90 courses for learning and development purposes. There is significant emphasis on learning and development, and flexibility is afforded given to staff to allow them to work flexibly so they can attend courses, programmes and so on.
Staff, interns, apprentices and volunteers have access to over 90 courses for learning and development purposes. There is significant emphasis on learning and development, and flexibility is afforded given to staff to allow them to work flexibly so they can attend courses, programmes and so on.
Their core values are: we work together; we make things better; and we do the right thing. GCE Boris Worrall slept out at Worcester Rugby Club to raise awareness of homelessness, while senior management take part in resident events and get involved in colleague celebrations.
Their core values are: we work together; we make things better; and we do the right thing. GCE Boris Worrall slept out at Worcester Rugby Club to raise awareness of homelessness, while senior management take part in resident events and get involved in colleague celebrations.
Their core values are: we work together; we make things better; and we do the right thing. GCE Boris Worrall slept out at Worcester Rugby Club to raise awareness of homelessness, while senior management take part in resident events and get involved in colleague celebrations.
Staff regularly meet as a team and also cross functionally in order to aid communication, collaboration and the harnessing of the collective effort. In addition, employees attend updates, learning and community events together to share learning and, more importantly, have fun together.
Staff regularly meet as a team and also cross functionally in order to aid communication, collaboration and the harnessing of the collective effort. In addition, employees attend updates, learning and community events together to share learning and, more importantly, have fun together.
Staff are supported to raise money for charity, which has included fundraising for St Catherine's Hospice, hosting a Macmillan coffee morning, and other national events. They are also committed to enhancing the environment and minimising the impact of their operations on the environment.
Development comes from a number of different channels, including team leaders and coaches. Other channels include quality assurance and formal training programmes, plus promotions and progression through the company and within different departments.
Development comes from a number of different channels, including team leaders and coaches. Other channels include quality assurance and formal training programmes, plus promotions and progression through the company and within different departments.
Development comes from a number of different channels, including team leaders and coaches. Other channels include quality assurance and formal training programmes, plus promotions and progression through the company and within different departments.
RedEye have an ILM-approved manager and development programme and recently launched a pilot leadership programme, Leadership+, to develop personal leadership skills using strengths-based development. Other offerings include a mentorship scheme and a careers week held once a year.
RedEye have an ILM-approved manager and development programme and recently launched a pilot leadership programme, Leadership+, to develop personal leadership skills using strengths-based development. Other offerings include a mentorship scheme and a careers week held once a year.
Managers have access to ongoing support in the form of internal mentoring programme and co-coaching, which challenge their thinking and provide support from an external, independent source. Quarterly 180-degree feedback sessions give managers a chance to consider their own progress and set goals for themselves.
Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.
Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.
Popular company initiatives including the FairQuid savings and loan scheme, which helps workers borrow money from a credit union at an affordable rate. They also offer a Christmas Club, which encourages employees to save £10 per month for 12 months, which is then topped up to £180 by Recycling Lives just before Christmas.
New staff get a Microsoft curriculum. The company monitors this Dynamics Training Path, which forms part of the employee's KPIs during probation. Many work from home or from partner sites, so e-learning is popular.
People sit with teams but also move around, as changing locations can spark new ideas. They instil trust in people by using technology that allows remote workers to connect and get on with their tasks at home.
The company aims to create connected companies, make business simpler, inspire innovation and reward results. The overall aim is to be the largest, best-regarded Microsoft business applications partner in the UK.
Managers have access to a ‘fun fund' for team-building activities, lunches or social events, while quarterly company updates are held to share news on business performance. A variety of knowledge-sharing sessions are also held on subjects such as emerging technologies, internal processes, project management methodology and company culture.
Pythagoras have two wellness challenges per year, with a recent example being a company-wide walking challenge. They also offer weekly yoga and meditation sessions to help colleagues manage stress, and manage working hours carefully to stop individuals from getting overworked
The company has an annual appraisal programme that sets out formal objectives for teams and managers. A rating is used to help identify individual levels of achievement, making it easier for HR and senior leaders to discuss the progress and performance of staff.
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