What are companies doing with regards to 'My Manager'

What affect will focus on the 'My Manager' factor have?

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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Housing Associations

Midland Heart

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There are development opportunities for every stage of leadership. These include courses for aspiring managers in partnership with University College Birmingham, front-line manager training and a 12-month Cranfield University training programme for senior leaders. Managers also benefit from ongoing support through coaching, mentoring and cross-functional management meetings.

Midland Heart is an early adopter of the Sustainability Reporting Standard for Social Housing to benefit its communities and the wider environment. It also looks to recycle wherever possible, whether that's the maintenance team separating waste before disposal or its development partners reusing old roof tiles when building new homes.

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Charity's

Hampshire Cultural Trust

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The trust launched its first management development programme last year. It also piloted a line-manager induction and development scheme. The training introduces key processes line managers are accountable for, as well as developing capabilities in the areas of coaching, feedback and development.

To further its aim of reaching net zero by 2030, the trust carried out energy audits of venues and provided energy-management training sessions to help staff build the skills and knowledge to implement energy reduction. It also undertook a biodiversity study to identify opportunities to manage sites with green space in a nature-positive way.

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Recruitment

The Barton Partnership

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Regional managing directors have the autonomy to create inclusive climates for their teams, which are tailored to the needs of that team and based on regular feedback from staff. The company runs a high-performing leaders' training programme to expand the capability of the leadership team and a future leaders' programme for aspiring managers.

The company is keen to promote gender diversity and is launching a series of interviews with women who are at the top of their field in its "spotlight on" podcast. The interviews aim to elevate female voices by exploring the challenges they face.

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Business Services

Future Factory

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All new recruits receive an in-depth starter pack before they join the company, with everything they need to get started. They're allocated coaches, and there are plenty of opportunities to ask questions with meetings with their peers, managers and all Managing Partners arranged for their first few weeks.

Managers are only ever hired from within, having already benefitted from internal training in areas such as copywriting, client servicing, confidence training and building rapport. They also get internal training with the Managing Partners and external training when they're new to post and as they develop.

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Recruitment

Charlton Morris

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New managers are promoted twice yearly, when they undertake an online management essentials training course. It develops their people-management skills. The company is also integrating LinkedIn Learning into manager development. Directors lead commercially focused training with new managers to enable them to create high-performing teams.
The company has raised £12,000 for the Ella Dawson Foundation, a charity that supports young adults with cancer and which was nominated by a staff member. Each department was set a target and ran fund-raising events, including taking part in the Yorkshire Three Peaks challenge, for the charity.
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Accountancy

Creaseys

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Maintaining a healthy work/life balance is of paramount importance to Creaseys. The firm insist that every team member has a wellbeing objective to ensure a work/life balance that’s right for them, and the wellbeing team have organised various activities for the team, from breakfast treats to yoga classes and a bring-your-dog-to-work day.
Best practice and the best approach to team development is discussed in bi-weekly team leader meetings facilitated by the People Department. Managers can ask for specific support from their peers on how to tackle specific issues within their own groups as well as attend training workshops specific topics.
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Education & Training

Kent Union

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The union aims to support women within the organisation. It will make senior leaders accountable for addressing the barrier to women’s progression, encourage them to role-model inclusive behaviour, promote the fact that part-time working and job-sharing is available and train line managers on how to provide feedback and support those with high potential.
Waterless urinals have been installed in the student nightclub and taps that provide instant boiling or chilled water are used in some of the union's premises. Waste paper is donated to the nursery. It has hosted 'Go Green' days, and a farmers' market-style event, where local markets are invited to encourage students to shop locally.
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Recruitment

Leathwaite

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Leathwaite's "Future Leaders" programme is aimed at those believed to have the potential to be future leaders of the business, working directly with the chair and current senior leaders to develop and articulate their leadership philosophy. Keen to place more of a focus on managerial development, the organisation is redefining its programme of training.
As part of the firms annual appraisal sessions, employees are given the opportunity to discuss their development needs in great detail with their managers and what would be most appropriate in order for them to reach their next level of growth. All employees are also provided with access to a range of training materials.
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Not For Profit Body's

Loch Lomond and The Trossachs National Park

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All staff have been involved in designing a hybrid model by completing a survey, having team discussions and giving feedback. The first trial has been completed and sessions have been set up to discover how it is working and what suggestions staff have to make changes to it.
The authority ensures employees have monthly one-to-one sessions with their managers. This time is used as a chance for staff to talk to their manager and make sure their workloads are manageable.
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Recruitment

MCG Group

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All team members have been given reusable face coverings made from upcycled marine litter, as part of the MCG Group's commitment to National Geographic's Planet or Plastic pledge to prevent a billion plastic items from reaching the ocean. Even the logos on the masks use ink from recycled cartridges.
Every employee receives an annual appraisal during which they are asked to give feedback on their manager’s performance. In addition, sales staff have quarterly review meetings focused on financials which feed into a defined reporting process which flows directly into sector review meetings and subsequently group board meetings.
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