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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Consultancy

QMS International

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Recruits are welcomed to the company as part of a small group. Knowing somebody from day one can help them settle in, and they can support each other through the initial compulsory training courses. New employees also get to meet colleagues in each department so they understand how work flows from start to end.
Apprenticeships have been introduced to upskill existing staff and attract new ones. Managers are encouraged to take one in team leadership and are offered one-to-one coaching with an external consultant. They have the chance to share challenges and successes with other managers in special meetings every couple of months.
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Construction & Engineering

RootWave

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Employees are in control of their personal development. They set the level of support they feel they need from their manager and own their career development conversations. Managers are there to clarify goals and coach employees to be successful in their roles.
A leadership development programme is being trialled by the leadership team and senior managers before it's rolled out across the business. It's bite-sized and focused on learning through reflection, implementing best practice and discussing key leadership and management topics.
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Consultancy

Socitm Advisory

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The virtual kitchen has proved popular since it was launched. It gives all staff a place to drop in, hang out and build team morale. Daily huddles and weekly retrospectives have been introduced throughout the business to ensure good communication and information sharing.
Last year, a leadership development programme was launched. It is designed to support the management team and develop them into future leaders of the business. The programme is written and delivered by leaders and blends online learning with workshops. Internal and external mentorship will support participants.
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Utilities

SUEZ recycling and recovery UK

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When it realised some staff were struggling financially, the company introduced an innovative savings scheme. New joiners are automatically enrolled, making payroll saving the default option. They can opt out, but the company expects at least 22% to become regular savers, rather than the 3% before the scheme started.
SUEZ published an online learning catalogue this year. It provides information about the different types of learning available to everyone, by role and grade. The catalogue helps to support conversations about personal development plans and contains opportunities to help staff develop in their current role or progress to the next level.
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Marketing & Media Agencies

Torchbox

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Torchbox increased its annual leave allowance this year and introduced flexible bank holidays to allow people more control over their work-life balance. It has also introduced a holiday buy-and-sell scheme to give people with different lifestyles the time away from work that they need.
Lattice, a performance-management system, provides a framework and the tools to guide managers in how to work in a positive and consistent way with their teams. A learning library comes with each tool, providing tips and resources. The new head of human resources is tasked with reviewing the management structure and ensuring clarity within roles.
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Recruitment

Gazelle Global Consulting

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Opportunities for staff to grow and develop new skills provide the foundation for better employee experiences, the company believes. It supports this ethos by creating a management culture that fosters communication and training. Managers are encouraged to ask staff if they need help.
Regular training meetings with the learning and development department keep managers up to speed with what is expected of them. One-to-one sessions and performance reviews also help to boost their skills.
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Technology

PebblePad

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As part of a move by to improve organisational clarity, new staff are given a buddy. The buddy provides discreet, non-judgemental pastoral support and helps them to acclimatise to the new environment. For the rest of the team, quarterly "all-hands-on" reviews bring the opportunity for senior leaders and team members to ask questions.
PebblePad has a wellness policy offering two days per year for employees to focus on self-care. There is also a 'Wellbeing Workgroup', a team of volunteers from across the business who raise and discuss wellbeing initiatives, including mental health first aiders at work, a wellness policy and raising awareness of World Mental Health Day.
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Technology

FourNet

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Staff are asked to complete annual e-learning modules on diversity and inclusion to ensure that FourNet's culture is supportive of everyone, regardless of ability or background. Managers attend training on subconscious bias. The company supports Women in Technology initiatives and has increased the percentage of women at all levels within the business.
FourNet recognises that line managers have a significant impact on the satisfaction, productivity, innovation and wellbeing of staff, so it has set up a management development programme to enhance its leaders' skills that is accredited by the Institute of Leadership and Management.
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Marketing & Media Agencies

MadeBrave

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MadeBrave runs team away-days, such as a trip to Copenhagen and a Find Your Brave Weekend, quarterly immersion weeks and team-building activities, along with other opportunities to mingle and have fun. This year, an external provider has been brought in to stage events to help to keep staff connected and engaged.
Thanks to its "work from anywhere" policy, MadeBrave estimates its CO2 emissions will be reduced by 73%. It also offers a cycle-to-work scheme. Most of the paper used for print work comes from mills run on renewable energy and the print shops it works with are carbon neutral.
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Not For Profit Body's

Trafford Council

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Staff demonstrating the council's "epic" values are recognised at bi-monthly EPIC Star awards, which are judged by heads of service, and individuals are recognised by their corporate director. The yearly Time to Shine events are lead and sponsored by senior leadership teams and the awards categories are centred around the values.
The council runs an EPIC management programme alongside micro-learns, to allow managers to grow and develop, but it also provides them with health and wellbeing training covering topics such as active working, menopause for managers and workplace adjustments. New and aspiring managers can attend its LEAP into Leadership programme, which was developed with Salford College.
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