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.
The company run two year-long development programmes for aspiring managers, Pioneer and GAP. Staff get a real-life business problem to solve at the end. Latest figures from Pioneer show that ten out of 11 delegates went on to become managers.
The firm's engagement champions drive engagement across all teams. Their recent video based on 'bringing our mission to life' shows how everything the company does affects a patient – from the stretcher to the theatre.
The firm's engagement champions drive engagement across all teams. Their recent video based on 'bringing our mission to life' shows how everything the company does affects a patient – from the stretcher to the theatre.
The company is the sponsor of Tenfold Gaming Esports Team – the world's first Esports team for underprivileged children of colour, which aims to re-engage young people with education through the accessible route of competitive computer gaming.
Stein IAS uses a management development programme called Iris, which gives managers a complete picture of their management competencies and areas of improvement, as well as documenting their interactions with their team.
The company is the sponsor of Tenfold Gaming Esports Team – the world's first Esports team for underprivileged children of colour, which aims to re-engage young people with education through the accessible route of competitive computer gaming.
Team culture is very important at Star. Whenever they recognise that there are peaks in stress, for example, when a deadline approaches - the company always make sure that they go out as a team to make sure people leave their desks and have some fun.
Each new manager is paired with a director as a mentor to help them develop their leadership skills. In addition, they also have the opportunity to work in cross-functional management roles to get a wider view of the business and put their future leader training to use.
Star's senior management team are expected to lead by example at all times. Whether it's in a review, a team event, or just day-to-day communication, they will always refer back to the Star core values and act accordingly.
All managers receive awareness training so they can spot signs of stress in the workplace - and signpost those in need of assistance. Mindful activities take place across the organisation, including weekly pilates classes, reading and colouring. This forms part of the charity's commitment to enable staff to be the best they can be.
All staff attend the chief executive's monthly briefing, where those who have gone the extra mile are awarded a certificate and a token of appreciation. A STAR award is open to all employees, which is linked to the company's values and recognises those who demonstrate the organisation's vision.
All managers receive awareness training so they can spot signs of stress in the workplace - and signpost those in need of assistance. Mindful activities take place across the organisation, including weekly pilates classes, reading and colouring. This forms part of the charity's commitment to enable staff to be the best they can be.
Managers are supported with workshops and regular coaching sessions provided by an external coach. Participants are also encouraged to regular engage with their cohorts to mentor and coach each other during the programme.
Managers are supported with workshops and regular coaching sessions provided by an external coach. Participants are also encouraged to regular engage with their cohorts to mentor and coach each other during the programme.
The most anticipated event on the SRG calendar each year is the company conference. Everyone in the business takes the day out of the office to come together to discuss business results and strategies for the upcoming year, followed by a glamorous annual awards dinner.
One of the most important performance measures at SportPursuit is the annual appraisal. However, monthly and/or quarterly one-to-one meetings and targets evaluation are standard practice within all departments.
Bentley, the office dog, takes his role of morale ambassador very seriously and employees are encouraged to use their breaks effectively. A spacious, fully equipped and convenient rest zone and kitchen area is available to all employees.
SportPursuit offer a lunchtime run club, workout Wednesday and yoga class each and every week. Recently they organised the SportPursuit Sports Day, where mixed teams from all departments competed in seven different activities in their local park.
Spencer Ogden offer a Masterclass programme, designed to develop their highest performers with a blend of learning opportunities. In addition, staff can pursue external development opportunities at the London Business Forum, alongside internal experiential learning events.
The company's working environment promotes an atmosphere of togetherness and collaboration, with astroturf, footballs, bikes for use while working, and table tennis. They also run a summer gathering in each office.
Spencer Ogden give employees the chance to go on an annual trip abroad to destinations such as Miami, Vegas and Ibiza. A target is set to attend the trip and employees are regularly updated on their figures, with lots of internal promotion about the destination.
The company supplies free fruit to staff on weekly basis, operates a cycle-to-work scheme and considers all flexible working requests. In addition, a series of ‘Keep in Touch' days are available to staff who are on maternity leave.
The company supplies free fruit to staff on weekly basis, operates a cycle-to-work scheme and considers all flexible working requests. In addition, a series of ‘Keep in Touch' days are available to staff who are on maternity leave.
In addition to a range of charitable events, the company spent £4,000 in 2017 to help promote safer nights out with Unite Students and sponsored St Luke's Hospice's Night Strider charity walk in Sheffield, which 1,200 people attended.
Solar takes responsibility for their environmental impact seriously. It has gained the accreditation ISO14001, which is underpinned by the following 5 core principles: reduce pollution, conserve resources, conserve energy, reduce consumption and waste and protect the Earth's ecological balance.
Solar conducted their first ‘Learning at Work Week' in 2017, where staff pushed themselves out of their comfort zones and provided training sessions for colleagues on how to change a tyre, learn Cantonese, better understand personality types and more.
Solar takes responsibility for their environmental impact seriously. It has gained the accreditation ISO14001, which is underpinned by the following 5 core principles: reduce pollution, conserve resources, conserve energy, reduce consumption and waste and protect the Earth's ecological balance.
SHI are dedicated to empowering their employees. From the very start, all employees are encouraged to make their own decisions about their work, without needing to refer to senior management, speeding up decisions and easing customer pain.
The company operates an open door policy where employees can talk in confidence to management about any issues they may have and vent constructively. Solutions to challenges often include flexible working arrangements, a change in workload or taking on different responsibilities.
SHI rewards employees with an annual performance-related salary increase, where staff are given a raise based on their contribution throughout the year. Employees are also given performance-related bonuses based on meeting specific goals.
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