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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
The company give a lot back to the community and provide regular annual support to international, national and local charities and ad hoc support to staff involved in charitable activities. They also support local schools by providing prizes and trophies each year to pupils. In November and December alone they attended and provided monetary prizes and trophies to four local secondary schools for pupils who have excelled in Science and Technology. They also organise educational events in schools and accept a number of work experience pupils each year from eight local secondary schools. As well as this BMT support a large number of charities throughout the year and every year they provide paid time off and facilities for homeless food parcels to be collected and delivered whilst also making up Christmas boxes for children in deprived areas of eastern Europe.
The Company promotes and encourages a healthy lifestyle for all staff. They pay staff up to £200 per year for sporting activities and gym membership and provide interest free loans for bicycle purchases as well as providing cycle racks, showers and lockers for kit. As a preventative measure they also hold two workshops per year entitled Stress and Lifestyle Management presented by a qualified general practitioner. The company monitor the number of hours employees are working by ensuring that employees starting work early or finishing late sign in and out. To discourage long working hours the building is only open from 7am until 7pm and is closed at weekends.
Managers participate in an International Management Development Programme which encompasses 5 key skills workshops: Build the Team; Develop the Team; Lead the Team; Lead the Business; Navigating the Matrix. Amgen provide a dedicated area of their intranet as a Manager 'Toolkit' providing resources on career development of staff, recognition and reward and recruitment tools.
Annually, Amgen supports one national charity plus one charity local to each site. The nominated charities are reviewed annually. There is a Corporate Social Responsibility Committee and employees are invited to submit their nominations for charitable support to the CSR Committee. Issues associated with Amgen's impact on the environment are managed through the Facilities Operations team. The team regularly reviews Amgen's environmental programme and looks for new ways to improve their efforts and reduce their impact on the environment. Ideas are discussed at the Staff Consultation Forum. Amgen currently have a recycling programme and have switched many of their stationery products over to recycled alternatives. Amgen monitor the levels of waste that they produce, looking at recyclables versus waste going to landfill. Amgen also monitor their power usage so they can review the impact of any energy initiatives. The travel policy has targets set to reduce things like single car occupancy and Amgen run travel surveys to understand how their staff travel to work.
This organisation carries out a range of charitable activities such as baking and selling cakes for Children in Need and recently the Managing Director has taken part in a sponsored cycle ride to Paris in aid of Caravan (the grocery retailer's charity).
The benefits package for all employees includes a pension, private medical insurance with family membership, free lunch and drinks, many fully funded staff events, Christmas gifts and loyal service gifts.
The company pride themselves on the level of training they offer to managers and continually strive to improve and invest in training. All managers are provided with their own individual personal career plans to maximise their potential. ABC have employed their own internal trainer for the benefit of the entire business who oversees any internal management training needs, coaching and mentoring.
The company pride themselves on the level of training they offer to managers and continually strive to improve and invest in training. All managers are provided with their own individual personal career plans to maximise their potential. ABC have employed their own internal trainer for the benefit of the entire business who oversees any internal management training needs, coaching and mentoring.
To promote recognition across the business, the First for Service department have developed a set of recognition guidelines. Their aim is to create a standard framework to recognise their employees in a fair and consistent manner. There is an annual benefits survey in place and regular communications to ensure 3663 are giving employees the rewards and benefits they value most as well as promoting awareness and understanding of all the benefits available to them.
As a result of the leader and senior managers being actively involved in a number of charities, genuine support is promoted from a top level. The CEO of 3663 is the current Chairman of Hospitality Action, along with other board member involvement. Whilst they do not donate a set proportion of their profits to the charity, 3663 do donate in the region of £120,000 per year to Hospitality Action plus further fundraising monies from any activities undertaken.
All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.
All staff are allowed paid time off to enable them to take part and assist in community initiatives. The company have a sustainability group, an internal group comprising members of each department who review green issues across the company. They also offer training based opportunities to school leavers in the form of apprenticeships.
Employees can be sponsored to attend courses and take professional qualifications that are specifically related to the needs of the business to aid their development within the role at the company. There are also bespoke training programmes in place to support an employee Personal Development Plan.
WDMP have invested in leadership training courses for their people managers to get the best out of their management structure, an individual coaching programme is tailored to meet specific development requirements. The management team meet on a weekly basis to discuss and resolve key challenges in the business.
All employees receive an annual discretionary payment at the end of season specifically from the board of directors. Occasional lunches, breakfasts on match days, meals, Christmas and end of season parties are just some of the ways the company show there gratitude to employees.
All employees receive an annual discretionary payment at the end of season specifically from the board of directors. Occasional lunches, breakfasts on match days, meals, Christmas and end of season parties are just some of the ways the company show there gratitude to employees.
The organisation upholds strong family values when considering employees. This creates a strong bond and mutual trust between management and staff who know how each other react when dealing with a difficult technical or commercial matter. Each employee can then be rewarded with the satisfaction of a job well done, financially, or through some other incentive, which is equally appreciated.
W.B.Simpson & Sons employ a full time Health and Safety Manager to monitor the health and general well being of employees. The company also considers the impact and effect of the company strategy on employees and communicates this to them.
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