My Manager - How employees feel about and communicate with their direct manager
The quality of direct line management really impacts engagement, after all the latest stats suggest that 7 out of 10 people leave their manager and not their organisation.
Great managers should be selling the direction and vision of the organisation, helping others see how their role impacts the bigger picture, ultimately influencing the factor My Company. Good Managers recognise the importance of growing and developing their people, which means the My Manager factor also has a significant impact on the factor Personal Growth.
When it comes to My Team, great managers build great teams, but world class managers also focus on connecting teams throughout the organisation. Managers can heavily influence the Wellbeing factor by helping to positively restore a work/life balance, managing employee workload and recognising that employees have a life outside of work
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Through the MacCulture Recognition programme, employees who demonstrate the company’s values accumulate points to exchange for prizes. There are also one and five-year service awards where employees can choose from exclusive brand merchandise. And staff get a special award package for milestone anniversaries, starting from 10 years.
The manager mentor programme matches those new to management with seasoned managers with similar interests or work-life situations. It provides advice and guidance and gives new managers somebody to bounce ideas off and learn from. It also supports relationship-building with other managers throughout the company.
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Managers are supported by senior managers through monthly one-to-one sessions, yearly appraisals and personal-development plans. Training and upskilling is tailored to the individual, and takes the form of in-house teaching and the use of external coaches.
Braving the Shave, a danceathon and the Mighty Hike for Macmillan Cancer Support are among the fundraising activities staff have taken part in to raise money for charity, as well as shoebox filling for a homeless shelter. During mental health awareness week cash was raised for The Befriending Scheme, which supports vulnerable young people.
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The company has an interactive Managing People training course, with group exercises and tests to check learning. It covers areas such as recruitment and selection, performance management, employment law and conducting one-to-ones. The Wellness at Work programme also supports managers in areas such a stress management and handling difficult discussions.
From Kiltwalks to bake sales, staff can always get involved in activities to benefit local and national causes. The company has also supported Motherwell's mental health programme and helped Celtic and Rangers support vulnerable fans. Employees have the option of payroll giving, and the company matches any funds raised for its chosen charity.
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The organisation holds social events, quizzes, drawing classes, dinners, desk yoga, netwalking, and inclusive-tea breaks and it has hosted family events including colouring competitions, shed building, and garden design. It has also introduced Walk Out Wednesdays where employees leave their desks and go on a walk together.
The HLM Academy is designed to enhance progression through a variety of channels to suit different learning preferences. All employees are enrolled from day one. The Academy is uses two frameworks. The Skills framework outlines emotional and technical skills needed. The Behaviour framework sets out core behaviours and how colleagues should engage with each other.
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Clinical teams get in-house CPD delivered by PDSA's own clinical experts, providing learning opportunities for subject matter experts and attendees. The charity offers around 20 placements for newly graduated clinicians, with staying on in permanent roles. And there are also apprenticeship opportunities for staff to develop their skills.
Around 400 managers and leaders are enrolled on a six-month leadership development programme covering practical and theoretical topics to help them better understand their teams and feel more equipped to lead them to success. Participants are encouraged to 'buddy up' to create a support network across the organisation once the training is complete.
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Managers at Pico have a chat room in which they can share tips, offer advice for less experienced managers, and ask questions. Additionally, there is a monthly recruitment drop-in session so that managers can keep up to date with their interviewing skills as well as partake in some roleplaying exercises.
Its leaders have ensured that their teams have both their full support as well as facilitating a supportive environment. They arrange regular coffee catch-up sessions with their teams to chat about their personal lives. They also run a social media blog where leaders discuss achievements from the month and challenges coming up.
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The organisation provides a number of opportunities for managers to learn new skills and for prospective managers to learn what is takes to take that next step. St Michael’s Hospice supports manager apprenticeship, degrees, and offers in-house training, coaching, and mentoring.
St Michael’s Hospice offer to facilitate sessions for teams to explore effectiveness and team relationships. Furthermore, teams are provided with support given by the organisation’s Spiritual Care Team and by Mental Health First Aiders for clinical colleagues on site.
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The organisation offers strong and consistent mentorship, from other senior managers and very open and transparent communication. It promotes within the organisation, to allow for internal development opportunities - however provide full support and transition processes when doing so.
All new starters are assigned a buddy in their team who they can go to for asking questions or an informal chat. Everyone is taken for lunch on their first day, either with their buddy or along with other new starters and a couple of members of the team.
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It has now established a training team with its Learning and Development Lead and in-house Training Manager. They are dedicated to support the learning requirements of employees and teams. As it continues to build its learning culture, it has launched a number of learning platforms including LinkedIn Learning and Webshield Academy.
The Learning and Development Team are soon launching its new Management Development Academy to enable Trust Payments’ managers and leaders to develop the knowledge, skills, and attitudes to bring personal, team, and business success. It covers several modules including planning and organising, project management, problem solving, decision making, communication, and objective setting.
