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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
Managers are supported in this organisation by specific in house training, formalised Mentoring Programme and formal policies and procedures around Performance Management and Staff Development which is supported operationally by HR. Unusual for this organisations sector, a discretionary rather than formulaic bonus system allows them to recognise development in the broadest sense.
Managers are supported in this organisation by specific in house training, formalised Mentoring Programme and formal policies and procedures around Performance Management and Staff Development which is supported operationally by HR. Unusual for this organisations sector, a discretionary rather than formulaic bonus system allows them to recognise development in the broadest sense.
The Training Director, meets with all the management team and conducts career development meetings. The Director ensures that all managers are fully motivated and supported and that they have individual career plans in place.They also work with external training providers who in turn work with the management team in developing their skills.
From day one all employees have a development plan and are given a career development manual on day one of induction. This is used to inform staff how they can develop their career and own personal growth.
JJ's induction process involves each new employee meeting someone from every team so to encourage them to feel comfortable and confident in liaising with different teams and what the roles of the other teams are. New employees may also be offered the opportunity to undertake some job shadowing in different departments to encourage appreciation/understanding.
Each of the people managers are assessed against people management skill sets within their performance reviews; they believe this enables them to focus on what is required of them and to reflect on how they can improve their people management skills.
This organisation has an open door policy and the MD holds seminars to gauge how people feel. The leader and senior managers also participate at social events organised by the Ministry of Fun.
Employees at iMeta Technologies Ltd receive public recognition at quarterly meetings when they have done a great job or gone above and beyond. As well as this employees receive bonus payments as a reward for a job well done.
Every quarter, staff nominate colleagues for the Grey Spirit award. A randomly drawn panel of 8 members of staff consider all nominations and decide who has made an outstanding contribution to the agency. The award is chosen by the winner and is whatever they would really like to do. The favourite tends to be red letter day experiences.
Grey London encourage team work and arrange team events such as departmental or team away days, cross team lunches and team building community work.
Feather Brooksbank provide staff with free fresh fruit every week in all offices. The Edinburgh and Manchester offices have a large cafe bar area and have a strict no lunching at the desk policy to encourage people to take a break and relax while they are eating. Subsidised massage sessions are available onsite in Glasgow every month.
Feather Brooksbank provide staff with free fresh fruit every week in all offices. The Edinburgh and Manchester offices have a large cafe bar area and have a strict no lunching at the desk policy to encourage people to take a break and relax while they are eating. Subsidised massage sessions are available onsite in Glasgow every month.
The reward and recognition scheme is designed to offer an instant recognition or a thank you for delivering an outstanding contribution, effort or performance at a level above and beyond an individual's normal job requirements.
The One Planet and One Community ambassador networks consist of employees who champion sustainability performance and EDF intend to give every employee the opportunity to be an ambassador.
Duradiamond Healthcare is owned and operated by occupational health professionals and the directors and senior managers have over 20 years experience of leading large occupational health consultancies. All managers are medically qualified first, business people second and ultimately lead from the front.
Independent occupational health advice and consultations are available to employees where appropriate as well as counselling support and flexible rehabilitation support to assist employees when they are returning to work.
Derwent Living operate a pay scheme that gives employees the opportunity to increase their pay by up to 6% each year. They also have a formal recognition and reward scheme which recognises both individual and team contributions.
Derwent Living operate a pay scheme that gives employees the opportunity to increase their pay by up to 6% each year. They also have a formal recognition and reward scheme which recognises both individual and team contributions.
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