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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Every year, the Kaplan Way Awards programme recognises the most outstanding individual and team contributions in four categories: Student Success, Great Place to Work, Continuous Transformation and Shared Values. Employees submit nominations and a selection panel chooses the UK winners – they are then up for global awards as part of a live broadcast.
KPUK aims to be a valued partner in the communities it serves. The group supports charity partners to build futures for people of all backgrounds and circumstances. Employees are empowered to support local good causes through paid volunteering days and fundraising activities.
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Staff were surveyed to check productivity, mental health and any support desired and the results suggested that 87% of employees felt KG was communicating enough and 90% believed they were receiving the right manager support. While company updates during lockdown were typically business-focused, any direct workforce concerns were addressed.
The business uses focus groups to review the needs of its workforce and to understand further what should be refreshed to improve employee engagement. On the back of this, the benefits offering, existing family-friendly policies, and how the company gives back were amended, to name just a few areas.
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First time managers receive training to help them to develop a leadership mindset, by managing the business, leading teams and developing people. All first time managers receive an email from the global team congratulating them and guiding them to the resources that are available for first time managers, focusing on the foundation manager skills needed in the first 6 months. They believe a great start makes all the difference.
All employees are entitled to spend 24 hours annually, volunteering at a charity of their choice.
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To aid employees personal development, Adaptavist provide e-learning, external coaching, financial support for work related qualifications, job shadowing and paid time off for study to all employees.
The business supports flexible working and working from home, this allows employees with children to work from home should the need to be at home to supplement childcare arrangements. When an employee has a baby, the company sends them a "new baby hamper" full of gifts.
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They are an employee owned business which means their team members are eligible for a tax free financial reward after 1 years service. Their profits from the business continue to be reinvested but by being employee owned all team members have the opportunity to directly impact the "bottom line"
They are also an accredited Real Living Wage employer, meaning that all of their team members aged 18 years old or over are paid to the appropriate level, moving them away from the long hours, rubbish pay scenario of previous hospitality reputations.
They have 4 values within in their team and Community is one of them. As the largest employer on the Isle of Arran they have a large social responsibility to the community and their team are actively encouraged to be part of this. They have taken part in local beach cleans as well as promoting local events such as the Highland Games, Fireworks and Bonfire nights, Arran Show and much more.
Isle of Arran Food Bank has received a large amount of produce from their team during a food bank drive in early 2018 by the entire team
Arran Trust - all guests that stay on the resort are asked to donate £1 on check out and over the last year this has been over £30,000.
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A monthly recognition programme of awards celebrates a holiday hero of the month at each location, and there is an overall monthly winner. The award recognises not only the big things but importantly, the little things that make all the difference and align to their values. Each monthly overall winner is then considered for the sought-after Holiday Hero of the Year award. They also have their Awesome Awards, these are rewarded to individuals who have gone above and beyond, and live and breath their Values or have shown an exceptional level of service to their customers.
When new team members join, as part of their settling in process they all take part in a Welcome Fest which is designed to give them the background of the company, they talk about their purpose, their values and their behaviours so that they can live by these, as part of the Away Resorts family, and provide the best customer service possible to their guests. They also learn about the history the business, who is who and what they expect from each other. The sessions are very interactive, based around festival theme and are delivered by their Park Marvels who are in house trainers who have a day job which may range from accommodation cleaning through to F&B assistants and People Development champions.
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Personal Learning Networks with social learning becoming more popular, several of their employees naturally use PLN's to support their development at work, effectively using associates and peers on Twitter, LinkedIn and Facebook. Instant Messaging during the period under review, they have adopted a new company wide communication method to promote learning and development opportunities, internal vacancies and support with new system integration and learning. This platform also facilitates a new method of sharing information about beneficial training and development undertaken, sharing success stories etc. Information Sharing within their organisations intranet, they have developed a learning & development hub to share useful training and development material, documentation and content. As a number of these techniques are new, along with launch of the learning & development team, the true impact of the department and strategies are still to be evaluated, but as the above demonstrates positive pioneering steps at Babington are being taken to improve the opportunities for their people's growth and career aspirations.
Roadshow Events – They have continued their annual roadshow events this year in which members of the Senior Executive Board travel the country to meet with their employees to deliver key updates, messages and networking opportunities. This year the focus of the Roadshows has been to feedback to their employees on the results of an internal Transformational Diagnostic conducted to gain an in-depth understanding of their business from their employee's perspective, so that they can work towards change and transformation of their business. Everyone was invited to these events which occurred in various locations across the country, and for those that couldn't attend physically, they offered a virtual solution.
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At Barker Ross they work towards achieving 'Acts of Kindness' and have done many things including handing out sleeping bags to the homeless, to handing out Easter eggs at the local children's hospital and raising money to help with an operation for an ex-employee, their aim is to achieve 30 Acts of Kindness throughout the year.
Barker Ross is built around its people and is perceived both internally and externally as a recruiter that cares about its employees, clients and candidates.
Their company values are abbreviated as CARE.
Communication
They encourage an environment of openness and transparency with straight forward direct communication between employees and clients.
Autonomy
They strongly believe that through increased autonomy employees at Barker Ross are healthier and motivated to take on new responsibilities and approach their roles in a way that suits their personality and skill set.
Reliability
Their Professional and reliable staff provide a high-quality service to meet customer needs to ensure the group's success. They consistently demonstrate faithful behaviour and fulfil expectations showing trust and loyalty through their reliability.
Enjoyment
It is important to them to enjoy working at Barker Ross, embrace their culture and have fun whilst excelling in your chosen career.
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They want to attract, recruit and retain the best people and one of the ways they do this is by investing in their staff's health and wellbeing to create a positive, professional place to work. Their Wellbeing Group promote numerous health and wellbeing initiatives including:
• Hosting tea and talk and wellbeing walk events for World Mental Health day, to share experiences over a cuppa and a cake;
• Providing a quiet and relaxing area where staff can take time out of the working day to relax and unwind. They encourage staff to log off from their electronic devices, listen to relaxing music, read or do a puzzle.
• Creative charity fundraising in support of national campaigns such as Jeans for Genes, Wear it Pink and Movember
• They also encourage staff to step away from their desks and walk in the fresh air when they have their team catch ups instead of sitting in a meeting room.
• They hold monthly, on-site massage clinics.
They want to attract, recruit and retain the best people and one of the ways they do this is by investing in their staff's health and wellbeing to create a positive, professional place to work. Their Wellbeing Group promote numerous health and wellbeing initiatives including:
• Hosting tea and talk and wellbeing walk events for World Mental Health day, to share experiences over a cuppa and a cake;
• Providing a quiet and relaxing area where staff can take time out of the working day to relax and unwind. They encourage staff to log off from their electronic devices, listen to relaxing music, read or do a puzzle.
• Creative charity fundraising in support of national campaigns such as Jeans for Genes, Wear it Pink and Movember
• They also encourage staff to step away from their desks and walk in the fresh air when they have their team catch ups instead of sitting in a meeting room.
• They hold monthly, on-site massage clinics.
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All employees are given 15 paid sick days a year. They advocate for them to use this for mental not just physical health. This means they offer the chance for people to take "mental health days" so that people can be transparent and it also means as a people team, the organisation can support people better as they really know their reasons for absence.
Beyond offer a comprehensive L&D programme, which is compiled of an internal leadership & management programme, external career coaching for those stepping in to senior roles and bespoke learning programmes for top talent. They also offer everyone the chance to switch roles or move through different skills in the business.
