My Manager
My Manager

People Managers Matter

7 in 10 employees leave because of their manager - not the company. Strong manager relationships boost engagement, reduce turnover and drive growth
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Synergy Car Leasing

Managers build strong alignment by conducting structured quarterly one-to-ones while maintaining an open-door policy for clear feedback. To reinforce leadership capability, all people managers complete a two-day People Management training programme, backed by internal coaching from their own line managers to help guide their teams.
Teams collaborate closely through daily morning meetings on Teams to share market updates. Employees actively share knowledge via phone and email, and peer-to-peer nominations allow colleagues to publicly recognise those who go above and beyond, rewarding them with a lucky dip voucher or biscuits.
Synergy Car Leasing provides an Employee Assistance Programme (EAP) supporting mental and overall Wellbeing. Staff are encouraged to take lunch breaks, with the business offering flexible time for those utilizing the gym next door or going on walks to complete workouts, alongside providing a full day off for birthdays.
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Zest

Zest allocates a dedicated training budget and holds monthly meetings to assess learning priorities. A new Learning Management System enhances access to materials and a comprehensive skills and development project aims to map clear career pathways for those wishing to advance within the organisation.
The company provides a fair deal through performance-related pay increases throughout the year. Additionally, a yearly bonus is awarded based on both company performance and personal performance, directly linking individual contributions to overall organisational success.
Managers at Zest are supported with a comprehensive Manager Toolkit, offering guidance on recruitment and performance management. This is complemented by proactive conversations with the People Team, along with ongoing training and development opportunities to help them confidently navigate their responsibilities and grow in their roles.
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Utilities

Computeam

Team incentive budgets, which managers can use on team activities, rewards and recognition continues to encourage staff to maintain their positive work attitude and customer service. The organisation also regularly takes part in team challenges and charity fundraising across all its offices to bring teams together and encourage cross-team communication.
The organisation has launched an Employee Assistance Programme service which has a dedicated management support function that is available 24/7 for guidance and support on all employee wellbeing matters including managers own mental health and how to support a team member with mental health concerns.
The organisation host annual summer and end of year parties and adopt a culture of praise by recognising people in its monthly Compunews which encourages people to nominate colleagues for values and performance. It also has a Profitshare Scheme, meaning that employees benefit from overall company performance and are awarded additional shares based on tenure.
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Technology

The Utility Regulator

During the past year, the organisation promoted a new Kingsbridge Health plan to staff and also worked with Benenden Healthcare to provide information to staff who might benefit from monthly membership. It further supports it employees through Mental Health First Aiders, Inspire EAP, and training on Neurodiversity.
Utility Regulator have held a number of fundraising events throughout the year for a staff nominated charity. Employees have donated money, items, and volunteered their time. The organisation is also an active member of Business in the Community NI, helping to support various charitable activities.
Utility Regulator has introduced a leadership development programme to reinforce need for collective leadership and the importance of basic management functions, and to improve communication on corporate issues, increase awareness of governance requirements, promote cross directorate ways of working and support learning and development.
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Utilities

The Manufacturing Technology Centre

The Manufacturing Technology Centre offers ample opportunities for personal growth. Initiatives like the 'Advanced Manufacturing Training Centre' and the 'National Centre for Additive Manufacturing' allow employees to develop and utilise their skills in a challenging and innovative environment.
The 'Celebrate Success - Team Building initiative' at The Manufacturing Technology Centre encourages team spirit and a sense of belonging. It allows teams to recognise and celebrate their achievements, enhancing camaraderie and fun within the team.
Managers at The Manufacturing Technology Centre ensure a supportive and caring environment for their team. Regular 'State of the Nation' events hosted by the Exec team provide transparency about the company's progress, strategic changes, and financial performance, fostering trust between managers and their teams.
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Education & Training

SMS

SMS offers a number of different forms of leave depending on an employee’s circumstance including compassionate leave, fertility treatment, miscarriage, bereavement, and other unfortunate or unforeseen circumstances. Paid time for dependents - emergency cover, unpaid. It has 2023 increased our paternity leave package to two weeks of full pay.

It has also recently introduced a bespoke management development programme (MDP) - which has been designed to ensure its managers and team leaders have the core skills and competencies needed to perform their jobs successfully. The programme consists of a number of managerial, coaching, and developmental modules.

SMS has continued to ensure engagement with its people. Organisational clarity has come from the CEO, Chief Operating Officer, and Chief People Officer having regular contact with employees via short video updates, e-mails, texts, pulse surveys, and five employee resource groups. The organisation’s mission, vision, and purpose were communicated via annual performance and development reviews.

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Utilities

NCC

NCC's commitment to personal growth is evident in initiatives like the Composites Conversion course. This programme provides non-composites engineers with intensive training, offering a unique opportunity to expand their skill set and grow professionally.
NCC's participation in the SusWind project demonstrates its commitment to giving back to society. This initiative aims to discover and demonstrate viable ways to recycle composite wind turbine blades, reflecting the organisation's dedication to environmental sustainability.
NCC's values the role of managers in employee development. This is demonstrated through its provision of mentoring and coaching programmes, which help ensure that employees feel supported, trusted and valued by their immediate supervisors.
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Not For Profit Body's

Benefact Group

All employees have access to private health cover, a 24/7 virtual GP service and a 24/7 employee assistance helpline. The Group has also developed a 'mental health pathway' which links providers together to ensure effective routing to the right professional help first time, no matter who they contact first.
Benefact Group runs a leadership programme for middle to senior leaders identified through the talent process as having future potential. This is a modular 18 month programme that covers Leadership and Emotional Intelligence, Innovation Tools, Financial Decision Making, Strategic Analysis and Collaborative Working Methods, delivered across 3 residential events.
Developing team members is embedded as a core expectation of line managers and regular 1:1 meetings are expected. More formally, the company supports professional subscriptions and CPD, be that in insurance or professional specialisms. It tracks key talents and these processes feed into both the Benefact Emerging Talent Programme and the Benefact Leadership Development Programme.
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Insurance

Bible Society

The organisation provides access to private health insurance, and promotes health cash plan webinars which employees can sign up for that promote ways to exercise in the office. It have also upgraded and provided access to our orchard for employees to sit and relax and host meetings.
Since 2017, Bible Society has partnered with Knowledge Brief to deliver an inspirational, accredited management programme. Successful candidates obtain a Chartered Management Institute (CMI) Level 3 or 5 Certificate/Diploma in Leadership and Management. Seven managers have completed their Level 5 programme with distinction and two aspiring managers have completed their Level 3 programme.
Bible Society has a partnership with Salmon Swimming, which specialises in empowering companies to integrate values-driven culture and strategy. Two newly promoted managers completed Salmon Swimming’s ‘Altitude’ specialist course, a one-year course for individuals aimed at rapidly accelerating their growth. It has also rolled out 5 Voices training to understand how to communicate more effectively.
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Charity's

Specialist Care Team

Managers facilitate monthly welfare catch-ups by telephone to check on staff without discussing work tasks. Through eight-weekly supervisions and regular service visits, they provide consistent recognition and support. This visible presence ensures that frontline experience informs senior decisions, creating a supportive, "safe to speak up" culture for all.
Senior leaders "walk the talk" by using values to guide every decision and quality standard. They maintain an open-door policy and conduct regular audits to recognize great practice while addressing drift early. By aligning with the Leadership Qualities Framework, they ensure integrity and safety remain at the heart of operations.
To reduce isolation, Specialist Care Team uses a rota design that rotates double-ups, allowing colleagues to build diverse peer relationships. Relational team meetings every 6–8 weeks prioritise informal connection time. This focus on in-person interaction and shared induction meals helps community-based staff maintain a strong sense of belonging.
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Mova

Mova’s Wellbeing Forum meets to discuss the current wellbeing climate, concerns, goals and a calendar of events. This year, it has planned drop-ins on financial wellbeing, the menopause, loneliness and caring for people who are unwell. Its Wellbeing Charter includes an hour per week set aside for individuals to do something that supports their wellbeing.
Last year, Mova raised £1000 for charities. Fundraising activities included a Macmillan coffee morning, Save the Children Christmas Jumper day, Movember and Miles for Mind. It also supports a grass roots football team and has extended its charitable giving through a matched funded scheme, where up to the value of £250 will be matched.
The organisation has created a leadership community who meet informally to talk all things leadership, and as topics for development are identified workshops are set up. This has included Feedback, Setting Objectives, Leaders as Coaches, Growth Mindset and more business as usual topics such as handling bonus awards and pay reviews.
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Telecom

Bleecker Burger

Bleecker Burger instils pride in its employees through its commitment to diversity and inclusion, creating a workplace where every team member feels valued and empowered to contribute to the organisation's success.
Managers at Bleecker are encouraged to become Mental Health First Aiders, ensuring they are equipped to support and care for their team members effectively.
Bleecker Burger supports employee development by offering role-specific training plans and opportunities for managers to attend mentoring and coaching programs, fostering skills and career advancement.
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Leisure & Hospitality

South Hampshire College Group

Fareham College is embedded in the local community, supporting the area's economic growth and up-skilling its people. It also works with local charities. This has included inviting a local mental wellbeing charity to support employees' personal development and help the College strengthen its offering and support for students and staff.

Aspiring and existing managers are supported through development training, covering areas such as self-awareness, agility, commercial and financial acumen and operational effectiveness, including becoming great people managers. The College also offers bespoke support for aspiring leaders, including external strategic qualifications, professional courses and conferences.

Employees have access to a Health Cash Plan, including skin cancer screening, dental check-ups, specialist consultations, discounted gym membership, and money off at cinemas, shops and restaurants. Staff also have free 24/7 access to counselling services. And in early 2023, managers will be trained to support team members through menopause.

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Education & Training

Tommies Childcare

Tommies Childcare supports employees’ wellbeing through its Wellness Action Plan; an individualised plan that outlines symptoms, triggers, and support needed to be put into place for an employee. This is reviewed in line with need and is an opportunity for employees to have a dedicated, non-judgemental discussion with their manager about how they are feeling.
Tommies Childcare offers a managerial Leadership and Development programme, delivered through an external organisation. This consists of one-to-one coaching sessions for Managers, leadership discussions, and group exercises.
The organisation runs a training programme where employees get to join Directors, Senior Managers and Managers for training tailored to the development of skills applicable to their roles. The training is not only supportive of Child Development but also outlines how employee engagement can be the difference between a good workplace and a great workplace.
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Education & Training

gap personnel group

Every year, the organisation hosts its annual awards ceremony. All employees are invited to this event and provided with accommodation, a three-course meal and an open bar, all funded by the company. Awards winners are provided with an engraved trophy with their name and winning category as well as £1000 cash.
The organisation offers a Management & Leadership training and development course. The topics covered include: Inspirational leadership, Management vs. Leadership, Situational leadership, Strategic business planning, Excellent execution, Managing performance, Sustainable Growth & Driving Efficiency, Sales management, Strategic relations and commerciality, and more. Employees are able to achieve a Level 3 Team Leader & Supervisor qualification.
Gap personnel group has partnered with training platform provider, Go1. This offers all employees a rich library of existing online courses on a variety of topics, as well as allowing the organisation the opportunity to create its own company specific training materials and making them available to its employees via the platform.
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Recruitment

THE PURE FITOUT COMPANY LIMITED

Individual development is prioritised through meaningful 1-2-1 meetings where managers and employees explore career aspirations. By agreeing on personalised development plans, including targeted training and mentoring, the company identifies skill gaps and provides clear pathways for progression, ensuring staff feel empowered to achieve their long-term professional goals.
To maintain a unified culture, the company focuses on shared expectations and collaborative planning across all locations. Meaningful connections are built through regular team check-ins and inclusive updates. These interactions ensure that every team member feels part of a connected, supportive workforce, regardless of where they work.
Managers facilitate an open-door culture, conducting routine 1-2-1s to offer dedicated spaces for feedback and clarification. They use the G.O.A.T of the month initiative to recognise value-driven behaviour. This consistent support and recognition ensure employees feel heard, valued and aligned with the organisation's evolving priorities.
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Startline Motor Finance

Startline Motor Finance ensures managers are well-equipped to support their teams through the management development programme. This initiative focuses on building skills in recruitment, performance development, and leadership, fostering a supportive environment where employees feel valued and trusted by their managers.
Startline Motor Finance encourages social responsibility among its employees through charity events, such as the Christmas jumper day supporting Aware Scotland. These initiatives reflect the company's commitment to contributing positively to society beyond profit motives.
Team spirit is cultivated through office-based training sessions and "all staff days," which include engaging activities like team building exercises and charity events. These initiatives enhance feelings of belonging and camaraderie among colleagues.
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Financial Services

Innovia Films

Innovia Films regularly undertakes salary benchmarking to ensure that employee wages are fair. In addition to this, all employees receive a Christmas hamper filled with festive treats made from Innovia Films’ products.
Innovia Films has an established Community Champions group whose role it is to lead the organisation’s charitable and community initiatives. This has included supporting the local youth centre and a number of local sports clubs.
The organisation has implemented a set of training modules for its people managers to give them the skills they need to be more effective in their roles. Managers are given cross-functional projects to support and lead in order to challenge them in leading different teams and to improve their organisation-wide knowledge.
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Manufacturing

Wilson Partners

Wilson Partners ensures that its employees are well rewarded and recognised for their hard work through annual pay increases and bonuses. Employees’ successes are further acknowledged at the organisation’s quarterly meetings, and vouchers are awarded to high performers with a charity donation of the same value also being made.
The Thrive Management Development Programme has been designed specifically for Wilson Partners to help its people develop their management skills. Underpinned by the organisation’s core values, the programme is designed to equip participants with the tools to be the great managers of tomorrow. The syllabus includes leadership, soft skills and people management training.
The organisation provides a range of training and development opportunities, including apprenticeships, one-to-one coaching, an online portal with a range of training courses, and external training and resources for specific requirements.
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Accountancy

Caledonia Housing Association

The organisation hosts regular in-person events to support its teams to come together and get to know each other. These events range from quarterly business plan updates, to regular wellbeing learning sessions, such as menopause awareness sessions, mental health first aid, and men's mental health.
Caledonia Housing Association has a defined set of leadership competencies for each level of managerial role. These are clearly linked to both the strategic priorities of its business plan and our cultural values and behaviours. Its development planning process for managers links an individual's learning goals to the leadership competencies that apply to their position.
Each year the organisation produces a Learning and Development Calendar which advertises all learning opportunities that all staff can sign up to complete. The courses on offer vary from funded courses through the Flexible Workforce Development Fund, inhouse developed courses, and external courses that the organisation has sourced.
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Housing Associations

UK Power Networks

UK Power Networks fosters a deep sense of belonging through celebrations to mark its 15th anniversary and the "Living Our Values" (LOV) Recognition Awards. By hosting events at iconic venues like the Natural History Museum and The Guildhall, the organisation reinforces a culture where long-standing service and value-driven contributions are celebrated, strengthening employee pride.
Managers act as role models, supported by the Engaging Leaders Programme and New Leader Onboarding. They facilitate monthly team briefs and present certificates for peer-to-peer value nominations. This approach ensures leadership remains visible and supportive, while the Leadership Academy helps managers at all levels develop the skills to lead effectively.
The organisation invests heavily in development through its Leadership Academy and "Supported Studies" programme, committing over £1m to external qualifications. Initiatives like the Digital Academy upskill employees for the future, while the Technical Training team ensures safety and expertise. These schemes empower staff to gain Chartered Manager status or MBA qualifications.
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Utilities

Transport for Greater Manchester

Transport for Greater Manchester offers continuous learning opportunities, such as eLearning modules and cross-team mentoring, ensuring employees feel challenged and their skills are utilised. The behavioural framework also supports career development.
Transport for Greater Manchester prioritises employee wellbeing with initiatives like Mindful Monday yoga and its dedicated Wellbeing Community on Viva Engage. It also has a team of trained Mental Health Champions to ensure a balanced work-life environment.
Through the 'My Impact' performance review process, Transport for Greater Manchester ensures that managers support, trust, and care for their team members. This process fosters a shared understanding of expectations and development needs.
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Not For Profit Body's

SCAPE

SCAPE's learning and development initiatives, including SCAPE Learn and personalised development plans, empower employees to enhance their skills and advance their careers within the organisation.
The open-plan office at SCAPE promotes collaboration and team spirit, offering both formal and informal spaces for employees to connect and engage with their colleagues.
Senior managers at SCAPE work alongside their teams, fostering a supportive environment where employees feel valued and heard, facilitated by an open-door policy and accessible leadership.
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Not For Profit Body's

Murphy

The company's Manager Induction and Supervisors Development Programmes ensure managers are equipped to support, trust, and care for their teams. They uphold the Murphy values and make sure these impact management practices positively.
Murphy multifaceted reward strategy recognises employees' efforts with a range of benefits and reward mechanisms. These include long service awards, wedding vouchers, maternity return bonuses, and the ACORN peer recognition awards.
Murphy promotes a strong team spirit through various initiatives. Its 'Walk & Talks' encourage camaraderie and connection amongst employees. Regular town halls and company-wide briefings ensure everyone feels part of the wider team.
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Construction & Engineering

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