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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Handover books are used as staff don't always work together on the same shifts and may not see each other for a number of days, so can communicate anything in here for the team on the next day.
Red and Blue make sure all staff receive a break with a meal and the managers are aware of any signs to look out for if a member of staff are struggling.
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Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.
Every week the CEO runs office hours to get unfiltered feedback from everyone in the company, and outside of this they will regularly check in with the different teams.
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The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.
The senior management team meets once a month with the sole purpose of discussing how they are performing against values and towards KPIs.
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RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.
RBH joined a consortium of other Registered Providers and organisations in the retail, media & education sectors to give their employees access to one days training in Carbon Literacy.
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RCP hold a dedicated wellbeing week at the beginning of every year. They draw on staff member's experiences and skills to run wellbeing sessions as well as hiring external specialists to run sessions.
RCP have a 12 month, modular leadership and management programme called 'World Class Manager' which is run by Global Growth Institute. Its aim is to develop core leadership skills through short, quick and bite size modules, which managers can undertake flexibly.
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All managers can take advantage of their internal mentoring programme to work on objectives with a trained mentor who themselves receive regular supervision.
Royal Society of Chemistry run a 'wellness week' every two years, the aim being to engage employees in looking after their physical, mental, emotional and financial wellbeing.
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Managers receive ongoing support through coaching and mentoring and paid subscriptions to the membership body.
SAHA provide access to online support, they constantly review employee workload and make reasonable adjustments if needed.
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Savers have a flat structure to ensure that the senior leadership team are close to all aspects of the business. The stores are the primary focus and senior leaders are in stores every week, listening and talking to the teams.
Savers have introduced a new development programme called The Futures Leaders Programme. The Future Leaders Programme is aimed at fast-tracking a small group of high potential store managers and area managers to their next level of management.
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One to one coaching support is available when coaching is required on a specific area of practice or just to provide additional guidance if and when needed. Many managers are inexperienced coaches and this can help build confidence and competence.
The Leadership Team attends the manager coaching programme as participants are in mixed-level groups. Being prepared to share their experiences has helped managers of all experience levels develop their skills and further supports the principle of helping people realise their potential.
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SPE are heavily invested in the local schools project to provide opportunities for young people in a deprived area to experience the workplace. They have recently put in excess of 40 students through Work Based Learning days (WBL days) to help create "meaningful experiences" for young people locally.
SPE are heavily invested in the local schools project to provide opportunities for young people in a deprived area to experience the workplace. They have recently put in excess of 40 students through Work Based Learning days (WBL days) to help create "meaningful experiences" for young people locally.
