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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Age Partnership have developed an internal leadership and management development programme called Growing Performance, which is explores a number of different leadership topics including managing difficult conversations, time management and effective communication methods.
The Wellbeing Calendar is a big part of life at Age Partnership, with a range of activities organised each month. This includes Wellness Wednesdays, a series of workshops covering three key topics: back care and posture, resilience and managing stressful situations.
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Amigo regularly run manager development programmes, but all managers have access to support, whether they have been through a manager development programme or not. As their office is on one site, over one floor, job shadowing is easy to arrange and most managers will have regular communication with other teams.
Employees receive free tickets to a number of summer festivals, including Bestival, Camp Bestival and Common People. The business provides tents for attendees, arranges VIP camping areas and constructs and puts down the tents on behalf of the employees.
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The company operates a range of wellbeing initiatives, including monthly massages, a cycle-to-work scheme, free first aid sessions and a charity tuck shop. Staff are also encouraged to sign up to sports events, such as the local half marathon, to raise money for the organisation's charity.
The Management Development Programme is an internal development course that aims to support and enhance the ability of colleagues to apply multi-disciplinary knowledge and competencies in innovative ways, and manage people, tasks and the organisation.
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The new 'Academy of Awesome' training programme takes a strengths-based approach to encourage individuals, teams and managers to focus on positive reinforcement rather than negative gaps in skill-sets and development.
The new 'Academy of Awesome' initiative meant the introduction of a number of new training programmes that use a fun but educational training style, focusing on individuals' strengths rather than development needs.
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They offer a three-part management development programme, which was designed with employee feedback in mind. The programme supports the needs of managers at different points of their managerial career. Topics include: manager attributes, developing the right mindset, and building relationships.
They have recently introduced 'better with money' financial wellbeing sessions to help employees with their financial worries. These sessions cover a range of topics from preparing for retirement, to getting a foot on the property ladder and general money management.
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Their annual incentive trip sees the whole business, from CEO to apprentice, travel to a luxury destination for three days. The most recent trip saw 52 employees from all corners of the UK come together in Palma, Mallorca.
Over 50% of all staff benefit from non-standard work arrangements to improve their work/life balance. For those working in the office, there are Nutribullets to facilitate health-conscious diets, Nespresso machines, acupuncture and homoeopathy sessions, and much more.
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Co-founder and Chief Executive Brian Allanson is a visible leader in the business. Having grown the business from one contract to 70 in its 20 year history, he was welcomed each new team into the business, personally getting to know their abilities, potential and aspirations.
Blue Apple have an Employee Assistance Programme that offers a full range of support to staff, covering finances, family, bereavement and stress. They also carry out regular wellbeing checks and monitor stress informally in one to one meetings.
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Last year BPS introduced sit/stand desks, while one Wednesday each month a qualified massage therapist visits the office and offers 20 minute sessions available to everyone at a reduced rate. A recent wellbeing month was also organised, which included sessions on how to meditate.
The Shining Stars level of the Stars programme is the start of the organisation's management development programme. At this stage, members must participate in the following courses: brand awareness, presentation skills and advance level persuading and influencing.
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All associates are encouraged to become involved in planning fun events for their team, such as potluck dinners, birthday celebrations, or charitable activities, because the company believes that a fun and engaged environment with good work/life balance will contribute to their wellbeing.
The Celebration Times is a weekly associate newsletter distributed from head office, used to celebrate associate internal promotions and guest feedback, and for associates to share pictures of fun and imaginative ways they have launched new products.
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Employees are measured against CIM's values of being collaborative, passionate, purposeful, relevant and responsible. The CIM introduced a Question Time-style format, so staff can question a panel on business performance and progress. CEO Chris Daly sits with staff at lunch to hear their views.
The Management Fundamentals programme has six modules, covering people management, performance management, leading change and managing as a coach. CIM have also introduced a programme of continuous management that links organisational strategy and goals to personal objectives.
