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's Loyalty Awards offer a cash incentive that rewards people and says a big ‘thank you' to those who have worked for the business for a long time.
Managers at the company are supported by regular coaching and feedback, with their work being underpinned by the ‘Manager's Toolkit'. This sets out exactly what the role of the manager is, especially when it comes to supporting the development of their team members.
Event such as the annual sales conference and strategic managers meeting celebrate also focus on celebrating key milestones within the business. Many social events are organised, including team-wide BBQs.
The company provides free fruit and healthy snacks, and runs a scheme for employees to use the local gym at a reduced rate. Lunchtime activities, such as running, cycling, swimming, triathlon, and so on, are also available for staff to participate in.
The company provides free fruit and healthy snacks, and runs a scheme for employees to use the local gym at a reduced rate. Lunchtime activities, such as running, cycling, swimming, triathlon, and so on, are also available for staff to participate in.
Ensoft have moved to paperless payroll and expenses, and have introduced recycling bins around the office, including bins for food waste. Offices are installed with movement sensors to trigger lights and reduce electricity wastage.
Both junior and senior members of staff were involved in the creation of the organisation's values five years ago, which means their vision, mission and objectives are universally accepted by employees at all levels.
Senior management facilitate Management Team Development workshops for some business areas/venues to support the teams to identify where they are performing well, where they could do better and to create an action plan for their team development.
Both junior and senior members of staff were involved in the creation of the organisation's values five years ago, which means their vision, mission and objectives are universally accepted by employees at all levels.
Each area of the business uses a combination of 360-degree feedback, appraisals, performance reviews and objective setting to measure and review the performance of its managers and leaders.
Over 2017, the company rolled out training to everyone in the organisation on the importance of sharing feedback and creating a culture of healthy, honest, timely dialogue. The training provided staff with tools and techniques to deliver effective feedback.
Each area of the business uses a combination of 360-degree feedback, appraisals, performance reviews and objective setting to measure and review the performance of its managers and leaders.
The company believe that the average, the safe, the familiar - it never makes a difference. A key principle is that if they really want to create change, if they want people to share, to participate and advocate, then staff need to be bold.
The company offers two ‘Inspiration Days' each year where individuals are encouraged to engage in cultural pursuits that will expand their learning and skill-sets, whether work or non-work related.
The ‘Knights of the Elm' award recognises individuals who go above and beyond in their commitment and demonstration of values. Each winner is ‘knighted' in a ceremony with tea and buns, and their prize is a gift to the value of £250 of their choice.
EE operates an internal social networking site, Splash. Splash is accessible by all employees and acts as a central communication channel. There are frequent posts from the CEO, as well as internal competitions with great prizes.
EE operates an internal social networking site, Splash. Splash is accessible by all employees and acts as a central communication channel. There are frequent posts from the CEO, as well as internal competitions with great prizes.
‘The Best Recognition Scheme' is an opportunity to recognise and reward colleagues who have done something brilliant. This can be in the form of an e-card, or a nomination for the monthly recognition award where winners receive a token of thanks and a voucher.
Edwards Lifesciences have a collaborative incentive scheme whereby all employees work towards set goals which are cascaded through the organisation. This is linked to the e-performance system and people are awarded between 5% and 15% of their salary.
The company has introduced a range of initiatives for employee engagement, including enhanced long service awards, a coffee club, increased communications and mindfulness sessions for all office-based staff.
The company has introduced a range of initiatives for employee engagement, including enhanced long service awards, a coffee club, increased communications and mindfulness sessions for all office-based staff.
The company offers group and individual support and development for managers. In some cases, short placements are offered in management roles as ‘trials', along with training and mentoring prior to individuals being offered permanent roles.
The company offers group and individual support and development for managers. In some cases, short placements are offered in management roles as ‘trials', along with training and mentoring prior to individuals being offered permanent roles.
September is wellness month, with initiatives and competitions all aimed to get people healthy both physically and mentally.
‘Extra mile' awards are given to employees for going above and beyond the call of duty. Nominations can come from peers, managers or clients for either personal or professional reasons.
The company have recently invested in a learning and development officer who is a dedicated support source for staff. This enables eBECS to deliver soft skills training across the business to both new and existing employees.
‘Extra mile' awards are given to employees for going above and beyond the call of duty. Nominations can come from peers, managers or clients for either personal or professional reasons.
Managing Director Steve Turner takes an active role in getting to know employees in the business. When an employee joins, Steve ensures he meets every one of them on their corporate induction journey. Then, at the end of each month, all new starters join Steve for a lunch out.
Managing Director Steve Turner takes an active role in getting to know employees in the business. When an employee joins, Steve ensures he meets every one of them on their corporate induction journey. Then, at the end of each month, all new starters join Steve for a lunch out.
Dedicated to promoting interaction and communication amongst the teams, Easi-Drive have found hot desking key to generating conversations and capturing winning moments. These winning moments are quickly communicated through the bespoke intranet platform.
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