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.
Arsenal Football Club have a natural connection with their communities. It is through this unique platform that the community arm of the club, Arsenal in the Community (AITC), has been able to meaningfully engage with over six million participants during the past three decades.
Arsenal Football Club have a natural connection with their communities. It is through this unique platform that the community arm of the club, Arsenal in the Community (AITC), has been able to meaningfully engage with over six million participants during the past three decades.
Employees receive two season tickets each, and additional tickets to cup finals to share the success of the club with the staff. They also run a range of different bonus schemes in different areas of the club, depending on the employee's role.
The firm has an ambitious 2020 G.I.F.T (Grow, Invest, Fulfil, Triple) vision and their underpinning business plan reflects the company's substantial expansion objectives across key business areas.
The Amoria Bond Charitable Trust (ABCT) is a registered charity embodying the company's cultural ethos of 'giving back'. Recent initiatives undertaken by the charity include building 100 homes in Peru and a donation and fundraising effort to stock and furnish a library for a local primary school.
The Amoria Bond Charitable Trust (ABCT) is a registered charity embodying the company's cultural ethos of 'giving back'. Recent initiatives undertaken by the charity include building 100 homes in Peru and a donation and fundraising effort to stock and furnish a library for a local primary school.
Rewards for individuals are tailored to what that individual would like, for example, holiday or shopping vouchers, gig tickets, and so on. Team and individual rewards include fully paid weekends away to luxury properties owned by the business in Cornwall, France and Holland.
Amigo regularly run manager development programmes, but all managers have access to support, whether they have been through a manager development programme or not. As their office is on one site, over one floor, job shadowing is easy to arrange and most managers will have regular communication with other teams.
Employees receive free tickets to a number of summer festivals, including Bestival, Camp Bestival and Common People. The business provides tents for attendees, arranges VIP camping areas and constructs and puts down the tents on behalf of the employees.
Of late, the bank have worked hard to increase engagement with employee benefits, particularly pensions and private medical insurance. For example, they have moved to a new platform which allows staff to manage their own pension pots, giving them better visibility of their retirement provision.
Alpha Bank are very supportive of staff working the hours they are contracted - and no longer. They also have a policy that staff shouldn't eat lunch at their desks, as they feel it's important that everyone takes a break from their desks.
Of late, the bank have worked hard to increase engagement with employee benefits, particularly pensions and private medical insurance. For example, they have moved to a new platform which allows staff to manage their own pension pots, giving them better visibility of their retirement provision.
Colleagues are recognised for outstanding behaviours in line with the firm's values through their internal "Everyday Heroes" system, whereby any member of the team can be named an Age Partnership Hero for truly living the company's values.
Age Partnership have developed an internal leadership and management development programme called Growing Performance, which is explores a number of different leadership topics including managing difficult conversations, time management and effective communication methods.
The Wellbeing Calendar is a big part of life at Age Partnership, with a range of activities organised each month. This includes Wellness Wednesdays, a series of workshops covering three key topics: back care and posture, resilience and managing stressful situations.
ATS have a recognition system in place to recognise the values demonstrated by their employees. The senior leadership team drives this initiative, ensuring that they go out of their way to find people doing good things within the business.
ATS support their managers in a number of ways, such as with the provision of one-to-one coaching, group discussions, and frequent training. In addition, the company runs an annual employee engagement survey, as well as a weekly employee ‘pulse' survey.
ATS support their managers in a number of ways, such as with the provision of one-to-one coaching, group discussions, and frequent training. In addition, the company runs an annual employee engagement survey, as well as a weekly employee ‘pulse' survey.
Accenture's Truly Human movement aims to help employees feel they can be their best selves, both personally and professionally, taking into account the pressures of daily life. Truly Human workshops consist of a wide range of activities focusing on the body, mind, heart and soul.
With their Skills to Succeed programme, Accenture are committed to helping 3 million people in the world build the skills they need to get a job or start a business by 2020. Since 2010, local initiatives have provided training and support to more than 137,000 young people in the UK.
With their Skills to Succeed programme, Accenture are committed to helping 3 million people in the world build the skills they need to get a job or start a business by 2020. Since 2010, local initiatives have provided training and support to more than 137,000 young people in the UK.
2simple are committed to all social responsibility issues and have raised upwards of £100,000 for charity - £15,000 was raised in the past 12 months alone. One example of their work includes printing a book from which 100% of all money generated was donated to good causes.
2simple are committed to all social responsibility issues and have raised upwards of £100,000 for charity - £15,000 was raised in the past 12 months alone. One example of their work includes printing a book from which 100% of all money generated was donated to good causes.
2simple have recently gone through a leadership change, which has required many open, honest and productive meetings with all employees both on a personal basis and company-wide. The organisation is confident everyone now has a strong understanding of the vision and objectives of the company.
Manager's performances are measured on a monthly basis in a formal meeting with the Managing Director. In addition, there are also senior management reports that are submitted to the group board on a monthly basis and scrutinised appropriately.
Manager's performances are measured on a monthly basis in a formal meeting with the Managing Director. In addition, there are also senior management reports that are submitted to the group board on a monthly basis and scrutinised appropriately.
The company operates an Employee of the Month Scheme, where staff can nominate one another for 'Employee of the Month'. The winner receives £100 plus automatic entry into the Employee of the Year. The winner of this title is awarded £1,000.
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