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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All managers at MSC have the option to receive executive leadership coaching from an external development partner. There’s also a partnership with a Diversity and Inclusion organisation which sees all managers undergo an extensive training programme in this area. An internal intranet site houses extensive developmental reading material and tools to support managers.
MSC’s approach is about recognising team collaborative in an inclusive way. This means success is celebrated as a whole, with everyone’s contributions acknowledged. It regularly holds celebrations for a diverse range of events, including National Employee Appreciation Day, where all employees received a personalised chocolate gift to their home, thanking them for their contribution.
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An intranet and communications platform called GWEN (Got What Everyone Needs) was developed and rolled out during the pandemic. This enabled the business to provide instant updates to staff in addition to the weekly videos from the chief executive, which became known as Corona Comms.
The business's UK office has been designed to minimise its environmental impact. The lighting and the appliances are low energy – and low water, where applicable – and have sensors that turn them off when not in use. All Austin Fraser and Austin Vita offices are 99% paperless.
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Teams have held virtual walking competitions, counting steps to race from London to Paris. Online yoga and fitness sessions have also kept people on their toes. As well as providing a 24-hour employee assistance programme, Baringa has trained people across all grades as mental health first aiders to spot signs of burnout.
Everyone has one volunteering day a year to support the community. Staff helped to research the impact of Covid-19 on youth employment prospects under the Drive Forward programme for young people leaving the care system. They produced a youth opportunity index, identifying sectors with the greatest number of jobs.
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Best Companies survey feedback indicated that staff wanted better organisational clarity and an understanding of how each team contributed to Benenden's objectives. In response, each employee now receives a document that includes strategic objectives, key results areas, key performance indicators and each department's objectives for the year.
Benenden's sponsorship of York City Football Club Foundation helped the Sporting Memories group, set up for older fans of the club, to hold vital social get-togethers online after the pandemic started. The Benenden Health Community Fund supported projects including food banks and cookery workshops for young people.
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Female members of the sales team hosted a successful session to promote diversity and inclusion, focusing on the challenges faced in some areas of the business. Similar sessions are planned for departments perceived to be male-dominated, such as IT and finance, to encourage more women to apply.
Bibby believes attracting, retaining and developing its people is the key to continuing success. A coaching programme, led by the executive committee, is dedicated to continuous improvement of all employees, developing teams that are highly-focused to achieve results.
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Senior managers made the decision to move to bigger premises to ensure futurecompliance with social distancing at work. With social responsibility high on the agenda, it recently invested £4 million on manufacturing equipment that will cut dependence on overseas products and reduce its carbon footprint.
BLK Box has introduced a monthly Most Valuable Player award in which employees are able to vote for the colleague they believe goes above and beyond their role. The winner is announced at a team meeting and receives a £100 voucher of their choice.
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To keep his teams connected, amused and fed, CEO David Ball set up ‘Doughballs', which invited in-work and furloughed staff to bake treats on Zoom. With yeast hard to find, Bell sourced supplies and sent them out to those who needed them. ‘Doughballer of the Week' has become a desirable accolade.
The first creative agency in the UK to achieve ISO accreditation for sustainability at both in-person and digital events, Brandfuel has appointed a sustainability ambassador to ensure the issue remains central to company culture. The agency helped found ISLA, a not-for-profit alliance promoting environmental best practice in the events industry.
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As part of its benefits package CoT offers private health coverage with an external healthcare provider which includes perks such as discounted Covid tests and free subscriptions to services such as the Headspace meditation app and Jessica Ennis's Jennis Fitness app.
Capital on Tap's values-based anniversary rewards ranges from £250 to try something new in their personal life after one year in the job to £500 to treat a loved one after two, £1,000 to spend on a holiday after three years' service and a four week paid sabbatical after four.
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Every member of staff has an individual training budget of £1,000. As well as internal training courses, Cardlytics offers self-development workshops for employees to explore interests. A mentorship programme allows people to share experience, knowledge and skills as well as perspectives and cultures.
Employees are allowed one day a year to volunteer for a good cause. Staff members support local planting projects and community schemes. Although fundraising plans were disrupted by the pandemic, Cardlytics staff contributed to charities supporting those with disabilities or ill health including £1,200 for NHS Charities Together.
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CEO, Paul, leads from the front and treats his colleagues like family. During the pandemic, he initially responded by increasing the frequency and level of communication to all staff, including guidance on how to work safely during such difficult circumstances.
All employees have access to a one-to-one support service delivered by either a professional counsellor or a cognitive therapist, coupled with a weekly wellbeing call to maintain connections with each team member. Regular ‘thank you' communications are sent to acknowledge achievement and efforts.
