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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As part of Huntress' career pathway they offer a specialised leadership development programme for all Associate Manager level staff and above called - 'The Huntress High Performance Manager Programme'.
Huntress have a wide range of working practices that aim to improve team interactions and communication. One of which is Jostle which promotes collaboration and communication across offices and teams in real time. Jostle is an intranet system that has a feed where people can write updates, share news, give 'shout outs' to people who have received good feedback from customers/candidates or have lived their values.
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Infectious Media have launched two initiatives to support employee development recently: iManage is a full management training programme to support managers old and new; iMentor is an internal mentor programme available to all.
Infectious Media host quarterly full team company meetings and socials, and subsidies social events for every team to attend.
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Inside Marketing promote wellbeing through their Culture Club. The Culture Club promote time out, healthy eating, exercise, and activities that reduce stress, such as fun bake offs, sports day, meditation or a buddy system to chat to somebody.
Managers are constantly engaged with content and training guides to help support their teams, and it forms an integral part of their culture.
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3% of the company's profits are pledged to charitable causes, doing so through Intouch Global Foundation (IGF), a registered charity whose remit is to provide tailored guidance and financial support to selected organisations and projects.
Offices are designed to be open plan and incorporates several comfortable break out spaces to encourage face-to-face communication.
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Through the provision of a 'Cycle to Work Scheme', a walking club, and staff volunteering, Invest Northern Ireland support colleagues in adopting both better physical and mental health.
There are a number of clear processes available to help managers make informed decisions about particular areas. These processes and guidance documents are all available on the intranet and in the staff handbook.
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John Rowan and Partners provide fully funded counselling (up to a maximum of 8 sessions) with a clinical psychologist for employees that request it.
John Rowan and Partners have a flat management structure and encourage meaningful discussions and conversations about all aspects of life and work at all levels.
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Bimonthly meetings bring together colleagues across the organisation to examine and discuss the company's products. They then look at how to deliver them more effectively from a broad range of perspectives.
Bimonthly meetings bring together colleagues across the organisation to examine and discuss the company's products. They then look at how to deliver them more effectively from a broad range of perspectives.
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Kuoni offer every employee with two days of volunteer leave a year, giving them the opportunity to give back to something close to their heart.
Each department has an employee rep who sits on the 'your voice' panel. This representative brings suggestions and feedback raised by the employees to the monthly your voice meeting. These ideas are then discussed with senior managers so changes can be made.
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Life Leisure hold bi-monthly meetings and workshops with external facilitators which help staff to develop their skills and learnings, helping them to develop both for their roles and most importantly for their own personal lives.
Life Leisure work with local trusts to encourage those with learning difficulties, mental health issues or have come from deprived backgrounds to work for them, starting as a volunteer and then trying to find them paid work following this period.
