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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Clearcast run a CSR programme called ‘Clearcast for Better', and, among other initiatives, they have partnered with Haverstock School in Camden, from whom they take on two interns each year as part of the Career Academy programme.
Clearcast are dedicated to creating a working environment that proactively supports staff who may become stressed and make it easier for staff to tell their manager if they are experiencing stress at the earliest opportunity, so this can be discussed, and an action plan put into place.
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New employees get one-to-one meetings with the CEO and senior management team, and get support from a more experienced colleague. Employees are encouraged to develop leadership skills through shadowing, while the ‘25 ways to say thank you' scheme rewards staff with random gifts and team lunches.
A birthday afternoon tea with senior managers to improve communication has bred trust and connected employees to the overall vision of the organisation. One day a month, senior management work from different sites, which increases engagement between employees and makes the senior team more approachable.
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Performance is measured through individual objectives and KPIs, plus delivery of work against company values. Objectives are formally monitored at least twice a year. There's an ‘output-driven' approach to managing performance and staff can choose how and when they deliver these within their role.
Performance is measured through individual objectives and KPIs, plus delivery of work against company values. Objectives are formally monitored at least twice a year. There's an ‘output-driven' approach to managing performance and staff can choose how and when they deliver these within their role.
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Extrastaff strongly embrace employee development and empowerment, and empower all employees with the tools and support to succeed in the industry. They believe in promoting internally wherever possible, and at least 30% of the management team were promoted from within over the last year.
Extrastaff strongly embrace employee development and empowerment, and empower all employees with the tools and support to succeed in the industry. They believe in promoting internally wherever possible, and at least 30% of the management team were promoted from within over the last year.
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They take a very mature approach to work-life balance, whereby employees are encouraged to work from home and take some form of exercise throughout the day, such as a 20-minute walk outside to get some fresh air.
The highlight of Fourth's year has been the Achieve More workshops, which got everybody talking about the company's values, purpose and customers. Since then, interdepartmental communication has increased, as well as the number of employee-led projects.
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Managing Director Neil Lawrence engages with the business in a number of ways. He is frequently visits every office across the branch network to spend time with employees, and regularly provides video, letter and email updates, including notes in the company newsletter.
Managing Director Neil Lawrence engages with the business in a number of ways. He is frequently visits every office across the branch network to spend time with employees, and regularly provides video, letter and email updates, including notes in the company newsletter.
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They pride themselves on being 'lawyers you'll enjoy working with', which sets the tone for the firm's approach to workplace stress, as great client service can't be delivered when stressed. Regular meetings help to identify potentially stressful situations linked to workload.
The firm feels strongly that all employees contribute to the organisation's overall success; therefore, their benefits package recognises the contributions of everyone and provides rewards accordingly. All salaries are benchmarked to ensure that they are fair and competitive.
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Their management development programme caters for new managers and seasoned leaders alike, and includes a variety of programmes that provide managers with everything they need to succeed in their role.
The company has invested in building a learning and development team that offers cutting-edge training for employees at all stages of their career with Harnham. This includes gamified and action-based learning, alongside regular performance reviews.
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The Haven House 2020 Vision is visible on the website and part of the recruitment process. A competency framework links into the organisation's core values and forms part of the appraisal process.
Haven House are keen to reduce one-time-only plastics. All staff get a water bottle and one-time-only plastic cups are minimised. Green initiatives include an instant boiling water tap, recycling toner cartridges and sensor lights. The garden is planted to attract bees.
