My Manager
Fair Deal

Fairness Counts

Pay alone doesn’t drive engagement - but perceived unfairness can quickly disengage employees. Fairness in context is what matters most.
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Pavers

Pavers provides ample opportunities for personal growth through in-house training, external development opportunities, and the Pavers Academy. This focus on career development and skill-building ensures employees feel challenged and utilised.
Pavers operates a 'save to invest' scheme, rewarding employees' money-saving ideas by reinvesting into staff hourly pay. This, along with annual cost of living rises, ensures employees feel fairly treated.
Pavers fosters a supportive environment where employees feel cared for and trusted by their managers. Managers are accessible, with initiatives like "Ask the Boss" Facebook live sessions encouraging open communication.
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Retail
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Novatech

The organisation provides quarterly team social allowances which enables people across the business to go out together. A number of teams also use gaming platforms to chat and play games together on breaks. This has all helped Novatech to bring people together, and improve connectivity and team relationships.
To support managers feel empowered to lead and develop their teams, Novatech offers manager development. It has two Managers on management CIM standard apprenticeships and has also launched its manager toolkit development programme which sets the standard for being a great Novatech people manager.
Novatech operates using a profit share scheme, allowing the organisation to share its success each financial year with its people. Last year, this meant everyone received almost £900 from this scheme. Novatech has found that this has motivated staff and helped them to feel more engaged with the business.
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Manufacturing
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M&DH Insurance Services

The organisation utilises Zoom calls every week to maintain contact and focus teams on their weekly objectives. Teams also regularly mix and attend nights out, meals, quizzes, and other events that are funded by M&DH Insurance Services.
The organisation has a third party coach who comes in a minimum of 2 days per month, hosting sessions with management to ensure they are confident within their job roles. Employees who have recently been promoted to management, or who have recently joined the company complete a management progress scheme.
M&DH Insurance Services offers rewards for employees that go above and beyond financial bonuses. Employees can earn rewards such as trips to Wembley, golfing at the Loch Lomond Golf Resort in Scotland, watching Cricket, and days out to London.
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Insurance
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Lokulus

With access to Learnerbly, a comprehensive training platform, Lokulus ensures employees have ample opportunities for skill development and career advancement. Personal development plans further support employees' growth and challenge.
The All Stars Programme, alongside the company’s annual bonus scheme, ensures that exceptional performance is recognised and rewarded, demonstrating the value Lokulus places on its employees.
Lokulus promotes a sense of belonging and camaraderie through initiatives like the Anniversary Games. Combining virtual and in-person challenges, these games foster team spirit, fun, and collaboration.
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Technology
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HG Ventures

HG Ventures has a running club open to anyone who wants to join in. In the summer, it holds a mini festival, either in the Cotswold countryside or a London park, to celebrate its successes. This year its summer festival included live music, traditional games, lunches, dinners, overnight stays in tipis, and group yoga sessions.
Management teams are able to own 24.9% of an enterprise they are leading. HG Ventures supports these business leaders with both financial support and business experience and with a modus operandi of how to develop the business; a set of 'Ingredients’ to follow that are agreed upon to accelerate growth while maintaining core values.
The organisation runs an Annual Incentive Trip which is open to anyone who hits 120% of their target. The trip, quite often skiing, is in recognition of the immense effort the individuals put into their roles over the year and a great way to let off steam and bond over a few days away.
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Recruitment
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Hobbycraft

The Head Office at Hobbycraft runs a 'Summer Fete' where all teams build their own fete game with food and drink provided for colleagues and for them to take the afternoon to enjoy some downtime, playing games and interacting with other teams. All money raised was donated to Hobbycraft’s charity partner.
The organisation currently has development programmes in place that create a pathways for colleagues to progress to Team Leaders by completing a set of competency tasks that are both demonstrative and theoretical. Alongside this, it has a programme for Assistant Managers to progress to a Territory Managers in the same way.
Artisan Colleagues receive enhanced pay rates as a result of their skills and unique crafting talents. The organisation also shares any profits made from designs or products that the Artisan Colleagues design. This has resulted in some colleagues receiving over £5000 in addition to their wages in the past year.
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Retail
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HARMAN technology

HARMAN’s manager development programme is completely bespoke, and is delivered and composed by its inhouse team. The programme builds on external best practices, effecting management practices, and linking neuroscience with behaviours.
To recognise the hard-work and success of its employees, HARMAN Technology uses a ‘thank you’ scheme where employees can receive cards and vouchers for how well they have performed and lived by the company’s values.
The organisation matches any contribution made to their chosen charity. It also continues to support CAFT (The Children’s Adventure Farm Trust).
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Manufacturing
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Gloucester City Homes

Gloucester City Homes fosters personal growth through a comprehensive induction programme and tailored training offerings, including apprenticeships, degrees, and Chartered Institute of Housing qualifications. These initiatives enable employees to utilise their skills and advance their careers within the organisation.
Gloucester City Homes is committed to employee wellbeing, demonstrated by its pursuit of the ‘Healthy Workplaces Gloucestershire Award’, its Health and Wellbeing Programme, and its signing of the ‘Wellbeing of Women Menopause Workplace Pledge’.
Gloucester City Homes provides a fair deal to its employees through its defined contribution pension scheme with a generous 10% employer contribution, and a FinanciallyWell Loan Scheme for short-term financial needs.
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Housing Associations
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First Response Finance

With regards physical health there are a number of initiatives the organisation has in place. Alongside its private medical insurance, which supports people at different life-stages, including with fertility, men's health and menopause to name a few, it also has on-site massages on a monthly basis.
The organisation supports employee growth through a number of initiatives. Its Future Leader Program prepares aspiring leaders through mentorship and practical skills training. Furthermore, new employees receive an immersive induction to the business, learning about its journey, values, and operations.
At First Response Finance, each position level receives the same bonus and salary figure. The organisation has also previously increased salaries by moving a portion of bonus into salary. This has the added benefit of increased pension contributions and increased monthly disposable income to support employees with the increase in the cost of living.
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Financial Services
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Atmos International

Atmos International has a banding system for engineers which provides them with a clear goal to progress their career within the company. Instead of having to wait for four years to move from an engineer to a senior engineer, they can progress from engineer level 1 to level 2 in six months or a year.
Atmos International helps to provide fair pay through a quarterly profit share bonus that is paid to all colleagues. Furthermore, all employees have the chance to earn a further annual performance bonus.
Atmos International has a banding system for engineers which provides them with a clear goal to progress their career within the company. Instead of having to wait for four years to move from an engineer to a senior engineer, they can progress from engineer level 1 to level 2 in six months or a year.
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Technology
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Understand your organisational health across all eight factors

You’ve explored the Factors - now discover how your organisation can gain deeper insight into what truly drives engagement and workplace culture.

Our approach measures organisational health across eight core areas: My Team, Leadership, My Manager, Personal Growth, My Company, Wellbeing, Fair Deal, and Giving Something Back. Together, they give you a complete view of how your people think, feel, and experience work.

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