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.
Implementing a promotion pathway document enabled the firm to increase benefits as people progressed through the business, offering additional healthcare, work-from-home opportunities, and extra holiday. This gave employees a clear route to the top.
Implementing a promotion pathway document enabled the firm to increase benefits as people progressed through the business, offering additional healthcare, work-from-home opportunities, and extra holiday. This gave employees a clear route to the top.
James sits on the sales floor alongside everyone else, to demonstrate an approachable leadership style. He regularly visits other offices to ensure people are happy and settled, taking time out to check on individuals, and genuinely caring about staff wellbeing.
Octopus likes to reward the exceptional. The ‘Superstar Awards', nominated by anyone from a person's manager upwards, reward at least one team or individual per month with tailored gifts based on their taste and lifestyle. There's a speech and a personal letter from their senior.
A staple programme is quarterly health and wellbeing days. Classes include yoga, reflexology, massages, mindfulness, managing stress in the workplace and spinal checks. Staff also make their own smoothies and replace cake in the kitchen with healthy snacks.
Octopus likes to reward the exceptional. The ‘Superstar Awards', nominated by anyone from a person's manager upwards, reward at least one team or individual per month with tailored gifts based on their taste and lifestyle. There's a speech and a personal letter from their senior.
In addition to having arranged some health and safety training courses, Nwes have enrolled on to an AAT course, as well as arranging telephone skills and confidence building skills for additional members of staff.
Staff are rewarded for hard work in a number of innovative ways. They are given the chance to stay in a villa for seven nights, with the opportunity to bring along family and friends at no cost. The details of the villa are on a private website that is only accessible to employees.
Members of staff have access to free external 24/7 counselling services and helplines through the company healthcare plan. Nwes encourage a good work-life balance for all staff, and regularly runs after work de-stress sessions for staff to take part in.
Novosco actively encourage fundraising for charity. The social and charity calendars list events teams can attend. They've raised money for Action Cancer, NI Children's Hospice, Marie Curie and Macmillan Cancer Support.
Senior management are committed to the company's values. They take new starters for coffee and operate an open door policy. Everyone had an input into the company values and quarterly update videos and team meetings keep employees informed about events within the business.
Novosco offer staff mindfulness sessions to learn techniques to help them to switch off and relax for 45 minutes of the working day. It's a six-week week programme provided by Novosco in conjunction with Seventh Heaven. Acupressure massages are also on offer.
All managers take part in a management development programme, which aims to ensure employees are managed fairly, consistently and given appropriate support. Managers are equipped with the skills to have engaging conversations with staff to ensure all aspects of their wellbeing are considered.
Every Christmas, the NHF hold a celebratory event that features a number of employee awards. This is an opportunity to recognise all the hard work that colleagues have done. Staff are encouraged to nominate their colleagues, and winners can receive a variety of prizes.
All managers take part in a management development programme, which aims to ensure employees are managed fairly, consistently and given appropriate support. Managers are equipped with the skills to have engaging conversations with staff to ensure all aspects of their wellbeing are considered.
Naim Audio support the local business community, partnering with a local college to encourage school leavers to consider engineering. They also partnered with local charity, Life Rocks, to convert a nuclear bunker into a space for young people to enjoy music.
Naim Audio support the local business community, partnering with a local college to encourage school leavers to consider engineering. They also partnered with local charity, Life Rocks, to convert a nuclear bunker into a space for young people to enjoy music.
The summer team building event was an 'It's a Knockout' challenge, which eight teams competed in. At the 100 Best Celebration Day, they split the company into three teams and competed across physical, mental and creative challenges.
MeetUp is an annual conference where MuleSoft fly every employee into San Diego for a week of strategy alignment, learning, working out issues and relationship building. Around 1,300 employees will take part in the ninth MeetUp in 2018, comprising more than 160 sessions.
MuleSoft have the most competitive employee stock purchase programme legally allowed. There's a 15% discount and two-year lookback period so all employees can benefit from the company's success, even if their shares haven't vested.
In the last engagement survey, people reported wanting more mentorship opportunities. They created a mentorship program pairing executives with individuals, giving them a framework work through together. They've also created a volunteer programme called Muleys Give Back.
‘Advance Right' is a career carving tool. Employees have an honest conversation around what their role looks like today and then talk about tomorrow. - their future role might not even exist yet. The final part of the conversation locks down a reasonable timeline.
Momentum Worldwide's global network of 2,000 employees are unified by The Momentum Way and the following core values: be one, have fun, do great work, be fearless, grow, and give back. Staff can be spot-rewarded for living the values.
‘Advance Right' is a career carving tool. Employees have an honest conversation around what their role looks like today and then talk about tomorrow. - their future role might not even exist yet. The final part of the conversation locks down a reasonable timeline.
MHS Homes raised over £15,000 for its nominated charity of the year The MS Society through running a series of events including a charity dog walk, golf day, quiz night, dragon boat race and a cake bake sale.
MHS Homes raised over £15,000 for its nominated charity of the year The MS Society through running a series of events including a charity dog walk, golf day, quiz night, dragon boat race and a cake bake sale.
Employees are rewarded with an annual performance bonus, while an ‘instant recognition' staff reward scheme sees employees nominate their colleague who has excelled at demonstrating the values of the organisation. Winners are awarded shopping vouchers and a card.
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