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.
A number of line managers have embarked on developing themselves with the Institute of Learning and Management. These qualifications have proven to be extremely popular as participants can apply all they learn to their day-to-day role as people managers.
A number of line managers have embarked on developing themselves with the Institute of Learning and Management. These qualifications have proven to be extremely popular as participants can apply all they learn to their day-to-day role as people managers.
A number of line managers have embarked on developing themselves with the Institute of Learning and Management. These qualifications have proven to be extremely popular as participants can apply all they learn to their day-to-day role as people managers.
For staff they have an employee support line, which is a free and confidential 24 hour, 365 days a year, telephone service offering staff and their direct family members support on stress at both work and at home.
For staff they have an employee support line, which is a free and confidential 24 hour, 365 days a year, telephone service offering staff and their direct family members support on stress at both work and at home.
Their annual 'Star Awards' aim to highlight exceptional performances where teams or individuals have 'gone the extra mile' and been a shining emblem of one of the council's shared values. The Star Awards take place at the Mayor's Christmas drinks event in December.
Each year, Eden Brown create a company incentive for employees to own equity within the bigger business by reaching set targets. Awarded amounts range from £2,000 to £20,000, and they have gifted £250,000 so far.
As part of their positive workplace initiative, they offer all employees the chance to be a member of the nearby gym, encouraging them to take advantage of exercising by providing a 75-minute lunch break. Filtered water, tea, coffee and squash are also provided for free.
Their Management Academy Programme is an intensive three-day training course that teaches the fundamentals of being a manager. The key elements of training are motivating, mentoring and coaching a team and how to attract, engage and retain good people.
All new analysts are flown out to Chicago for two weeks to be trained on the company's methodology and network, as well as to be introduced to their leadership team. Also, anyone promoted over the year is taken on a three-day training programme in New York.
Each year, DLL pledge a number of volunteering hours to work with various initiatives in the local community. They also regularly donate to local food banks and hold events to teach students from nearby schools interview techniques and skills.
Managers are put through a two-part programme called “Learning to Lead”. This prepares them to lead through coaching and helps them understand their teams. The programme takes place over five days and includes 360-degree feedback, MBTI and coaching skills.
Each year, DLL pledge a number of volunteering hours to work with various initiatives in the local community. They also regularly donate to local food banks and hold events to teach students from nearby schools interview techniques and skills.
Direct Line need their managers to stretch themselves, perform to the best of their ability and continuously improve. Their straightforward and less bureaucratic approach to managing performance and development is based on two-way communication between management and employees.
Their CONNECT programme, set up in 2014 and delivered to more than 5,000 employees, allows fresh thinking and better conversations to take place at work in order to deliver an improved experience to customers and bolster communication with each other.
Direct Line need their managers to stretch themselves, perform to the best of their ability and continuously improve. Their straightforward and less bureaucratic approach to managing performance and development is based on two-way communication between management and employees.
Their One Million Futures strategy aims to help a million people get to where they want to be by 2021, whether it's the classroom, workplace or boardroom. So far, they have contributed more than £10 million and have supported more than 480,000 futures.
Deloitte University, a global network of seven world-class regional campuses, delivers cutting-edge learning to develop the current and next generation of Deloitte business leaders. The curriculum ensures that learning is an integral part of their workplace.
David regularly shares his experiences with many of the country's business leaders, as well as senior people from the political, regulatory and not-for-profit spheres via blog posts. In 2018, he and his family were on the Deloitte London Pride bus dancing with their GLOBE network colleagues.
In 2018, the company sponsored the Essex & Herts Air Ambulance Trust (EHAAT), holding various fundraising activities to raise money for the charity. Activities included taking part in a Tough Mudder race, holding a sponsored walk and organising a cake sale.
All managers that attend leadership training have a follow-up meeting to agree a development plan with their line manager. This is reviewed alongside their objectives from their annual review to ensure they are on track and working towards the same vision.
In 2018, the company sponsored the Essex & Herts Air Ambulance Trust (EHAAT), holding various fundraising activities to raise money for the charity. Activities included taking part in a Tough Mudder race, holding a sponsored walk and organising a cake sale.
Last year, Dalcour Maclaren chose the Alzheimer's Association for their annual charity fundraising programme, raising more than £27,000. All employees were given the option to take half a day off work to volunteer in their local communities.
The company introduced a flexible working policy in response to employee feedback. This has been a very popular addition to their working practices, as it is helpful for staff with external domestic commitments, such as children and pets.
Last year, Dalcour Maclaren chose the Alzheimer's Association for their annual charity fundraising programme, raising more than £27,000. All employees were given the option to take half a day off work to volunteer in their local communities.
As a founding member of Legalign Global, an alliance of four multinational law firms, employees are given access to development opportunities via talent swaps. To date, swaps have been completed in Germany and Australia.
As a founding member of Legalign Global, an alliance of four multinational law firms, employees are given access to development opportunities via talent swaps. To date, swaps have been completed in Germany and Australia.
The firm shares money management and pension information with employees to support their financial wellbeing. This includes toolkits, one-to-one meetings and a visit from the Pension Awareness Bus. These efforts resulted in the company being recognised as a finalist in the Employee Benefits Awards.
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