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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David Nieper encourages wellbeing and environmental health through their walk to work incentive scheme. Additionally, rainwater is harvested, solar panels are installed on all buildings and supplies are sourced as locally as possible.
David Nieper encourages wellbeing and environmental health through their walk to work incentive scheme. Additionally, rainwater is harvested, solar panels are installed on all buildings and supplies are sourced as locally as possible.
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Defaqto run their Animal Awards, where each director can rewards one or more people in their department each quarter with vouchers, a cuddly animal on their desk and a reserved parking space right by the building.
Defaqto run their Animal Awards, where each director can rewards one or more people in their department each quarter with vouchers, a cuddly animal on their desk and a reserved parking space right by the building.
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The mission of the business is communicated on a regular basis, through references - i.e. in peer bonuses - storytelling and repetition. This is an integral part of the business and affects every decision made.
All managers are given annual performance reviews, including 360-degree reviews for senior leadership. The leaders also have regular one-on-one meetings with their direct manager at least bi-weekly to discuss ongoing performance and address any issues.
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The company have recently invested in a learning and development officer who is a dedicated support source for staff. This enables eBECS to deliver soft skills training across the business to both new and existing employees.
‘Extra mile' awards are given to employees for going above and beyond the call of duty. Nominations can come from peers, managers or clients for either personal or professional reasons.
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The company offers group and individual support and development for managers. In some cases, short placements are offered in management roles as ‘trials', along with training and mentoring prior to individuals being offered permanent roles.
September is wellness month, with initiatives and competitions all aimed to get people healthy both physically and mentally.
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To ease workplace stress, the company encourages breaks to be taken at regular intervals. Additionally, a mental health policy is in place and a team of sourced councillors are on hand for staff who require extra support.
To ease workplace stress, the company encourages breaks to be taken at regular intervals. Additionally, a mental health policy is in place and a team of sourced councillors are on hand for staff who require extra support.
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EE operates an internal social networking site, Splash. Splash is accessible by all employees and acts as a central communication channel. There are frequent posts from the CEO, as well as internal competitions with great prizes.
‘The Best Recognition Scheme' is an opportunity to recognise and reward colleagues who have done something brilliant. This can be in the form of an e-card, or a nomination for the monthly recognition award where winners receive a token of thanks and a voucher.
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The company offers two ‘Inspiration Days' each year where individuals are encouraged to engage in cultural pursuits that will expand their learning and skill-sets, whether work or non-work related.
The ‘Knights of the Elm' award recognises individuals who go above and beyond in their commitment and demonstration of values. Each winner is ‘knighted' in a ceremony with tea and buns, and their prize is a gift to the value of £250 of their choice.
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Senior management facilitate Management Team Development workshops for some business areas/venues to support the teams to identify where they are performing well, where they could do better and to create an action plan for their team development.
Both junior and senior members of staff were involved in the creation of the organisation's values five years ago, which means their vision, mission and objectives are universally accepted by employees at all levels.
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The company provides free fruit and healthy snacks, and runs a scheme for employees to use the local gym at a reduced rate. Lunchtime activities, such as running, cycling, swimming, triathlon, and so on, are also available for staff to participate in.
Ensoft have moved to paperless payroll and expenses, and have introduced recycling bins around the office, including bins for food waste. Offices are installed with movement sensors to trigger lights and reduce electricity wastage.
